human resource development
TRANSCRIPT
PREFACE
ldquoLearning Categories you and practicing on that learning specialize yourdquo
The importance of any academic courses would gain advantage and the acceptance of the true
form only through practical experiences Hence it is quite necessary to put theories as into
task
Someone has greatly said that practical knowledge is far better than classroom teaching
During this project I fully realized this and come to know about the present real world The
present report entitled as ldquoCorrelates of HRD climate in Indian organizationrsquosrsquorsquo a fruitful
outcome of my research done during the course of my fourth semester of MBA
programmed This research report forms an integral part of my MBA degree course at
Technical Education Research Institute PG College Ghazipur Human Resource
Development is the key department of the any business Human Resource Development is the
main part behind the companyrsquos success or failure Personnel management is that part of
management which concerned with people at work and with their relationship within an
enterprise
The Aims and Objectives of this research are to have an in-depth knowledge of the HRD
climate in India I have tried my level best to make it simple and understandable The
findings were in favor of HRD being vital for the Indian organization and they are not
diminishing in todayrsquos world but they are at the booming stage and every organization
would want to use HRD The research deals with basics of HRD and its climate affect in
organization The first chapter is dedicated to the introduction of the HRD history of HRD
and its climate functions of HRD and definition of HRD It also deals the factors affecting
the HRD This chapter gives detail about the HRD climate with reference to pharmaceutical
1 | P a g e
industries It also deals the challenges and problems come at the time of human resourse
development The second chapter deals with the Objective of the study and Importance of the
studyamp also included the Scope of the study The third chapter is a summary of the various
research methodologies used for the development of the project The methodology used for
the implementation of the assigned project is based on secondary data The whole study is
based on secondary data The fourth chapter deals the data analysis and interpretation Chapter
five deals with the findings and recommendations related to the research report The
conclusionamp Limitation of the project is provided in chapter six and this chapter also deals
with the Bibliography amp Reference of this project
Shivani Srivastava
2 | P a g e
ACKNOWLEDGEMENT
Before I thank anybody for the compilation of this work I would like to thank Almighty for
providing guidance and me all the necessary help It is grace only that I have completed this
work
An understanding of the study like this is never the outcome of the efforts of an individual
rather it bears the imprint of a number of individuals who directly helped me in completing
the present study
First amp foremost I would like to express my regard to Mr Rahul Anand Singh (HOD of
MBA) and Dr Neetu Singh the training amp placement-in-charge and the honorable
Readers of MBA Department for this constant encouragement and support I would also
like to express immense gratitude towards supervisor Dr Neetu Singh for providing the
knowledge guidance and cooperation in research report
I am also sincerely thankful to all my friends for giving me opportunity and resource to work
on the research report and giving me support whenever necessary
Shivani Srivastava
3 | P a g e
INTRODUCTION
HRD Philosophy The patterns of relationships at work reflect the HRD philosophy In some
organizations the practices and philosophy of HRD are perpetuated by the managers who are
encouraged to follow the role model of their seniors In the process of organizational
socialization they internalize the values and attitudes of their leaders The entire process is
thus institutionalized This is somewhat akin to the kind of apprenticeship prevailing in
Japanese organizations to prepare young people for positions of responsibility Human
Resource Development is the key department of the any business Human Resource
Development is the main part behind the companyrsquos success or failure Personnel
management is that part of management which concerned with people at work and with their
relationship within an enterprise he men and women who make up an enterprise and having
regard for the well being of individual amp of working groups to working groups to enable
them to make their best contribution to its success
The meaning of Human resource management labor management or staff management
means quite simply the task of dealing with human relationship within an organization
Human resource Management is a continuous process It cannot stop Personnel management
is a never-ending process It helps in achieving objectives of company This is done by proper
4 | P a g e
perform of personnel function like recruitment selection training amp development labor
activity motivation welfare etc it also helps to keep a smooth relationship between
employers amp employees If we need to find a way to develop employees in order to become
effective contributors to the goals of an organization we need to have a clear view of what an
effective contribution would look like The use of personal capacities can be very helpful in
describing the way in which an effective employee should operate and behave but there can
be no general prescription of an effective employee Effectiveness will differ with
organizational context and on whose perspective we are adopting The matter of what
finally makes an effective employee is a combination of personality natural capabilities
developed skills experience and learning The process of enhancing an employeersquos present
and future effectiveness is called development If we need to find a way to develop
employees in order to become effective contributors to the goals of an organization we need
to have a clear view of what an effective contribution would look like The use of personal
capacities can be very helpful in describing the way in which an effective employee should
operate and behave but there can be no general prescription of an effective employee
Effectiveness will differ with organizational context and on whose perspective we are
adopting The matter of what finally makes an effective employee is a combination of
personality natural capabilities developed skills experience and learning
Meaning of HR+ D+ Climate
HR means employees in organization who work to increase the profit for organization
Development it is acquisition of capabilities that are needed to do the present job or the
future expected job After analyzing Human Resource and Development we can simply
stated that HRD is the process of helping people to acquire competencies
Climate this is an overall feeling that is conveyed by the physical layout the way employees
5 | P a g e
interact and the way members of the organization conduct themselves with outsiders
ldquoOrganizational climate is a set of characteristics of an organization which are referred in the
descriptions employees make of the policies practices and conditions which exist in the
environmentrdquo An organization became dynamic and growth oriented if their people are
dynamic and pro-active Through proper selection of people and by nurturing their dynamism
and other competencies an organization can make their people dynamic and pro-active To
survive it is very essential for an organization to adopt the change in the environment and
also continuously prepare their employees to meet the challenges this will have a positive
impact On the organization what is needed to Develop Organizational Climate in
Organization Human resources climate refers to a set of measurable properties of the work
Environment that are perceived by the people who live and work in it and that influence
their motivation and behavior Human resources climate description that have been
determined to significantly impact an organizations profitability and productivity are
flexibility responsibility standards rewards clarity and team commitment At individual
employee level the concept is human resources climate which is formed by individual
perceptions are often aggregated or collected for analysis and understanding at the team or
group level or the divisional functional or overall organizational level As stated above it is
not possible to completely separate the human resources climate system from overall
organizational climate In the present study the human resources climate is considered as part
of organizational climate There are several approaches to the defining the concept of human
resources climate However there are two related difficulties in defining the human resources
climate The first difficulty is how to define climate and second is how to measure it
effectively on different levels of analysis The success of an organization is equally
determined by the skill and motivation of its members as by any other factor This fact that
memberrsquos motivation and skill is most important in success is well-known in the literature on
6 | P a g e
Management However recently focused has been changed to the way human resources
practices and activities can be used to ensure organizations successfully meet the challenges
One of the most important functions of human resources system is to create and develop
organizational culture in which supervisor-subordinate relationships teamwork and
collaboration are some of the features which help and contribute to the professional well
being motivation and pride of employees
Human resources climate consists of many aspects of culture and behaviors of seniors in the
organization and depends on the way employees the most important resources are treated in
the organization Opportunity for employee development trust in the capability of
employees open communication encouragement for experimentation and taking up
challenges and risks associated with it Helping the employees to identify their strengths and
weaknesses in turn creating a general climate of confidence and trust collaboration and
autonomy coupled with supportive human resources policies and practices If the
organizations have to create good human resources climate there are certain pre-requisites in
form of an organizational culture Once the organizations are helped to build such human
resources culture it will ultimately helps in creating a congenial and healthy human resources
climate Pareek (1999) developed an instrument to measure organizational climate As
mentioned above organizational culture is the broader framework under which
organizational climate and human resources climate is developed If the organization
understands the way to build an excellent human resources culture the same can be easily
translated in human resources climate
7 | P a g e
According to Pareek (1999) the human resources culture should have
Following characteristics
It should be a learning culture
The culture should facilitate the identification of new competencies of people on a
continuous basis
The culture should facilitate bringing out the hidden talents and utilize the potentials
of people
It should help in developing new competencies
The culture of the organization should have in built in motivational value
Employees should take initiatives and work on their own
The culture should enable people to take initiative and experiment Initiative and
experimentations are very important for development They enable
Individuals teams and organizations to discover new potential in them
The culture should bring joy and satisfaction in work Once the employees enjoy
their work it will result in overall good work culture Relationships are important
have an enabling capability
It should improve creativity and the problem solving abilities of people
It should create team spirit and high morale
The culture should enhance the action orientation in the total organization
Members should take initiatives
According to him such a culture can be termed as OCTAPACE which is an acronym for
openness collaboration trust and trustworthiness authenticity probation autonomy
confrontation and experimentation
8 | P a g e
a) Openness ndash is considered where people feel free to express their ideas opinions and
feelings to each other irrespective of their level designation etc The comparative openness in
the system influences the design of Human resources systems Organizations can be termed
as either completely open to completely close It is not possible to find an organization at the
two extreme ends The organizations tend to be towards one or the other end The amount of
openness of the organization will be an important factor in determining the nature of the
various dimensions of Human resources systems
b) Collaboration ndash is the culture in which people are keen to help each other They are ready
to put their interest in the background for the larger interest of the organization Team spirit
is the key and people are directed by the broad organizational objectives than the individual
interest People are willing to help each other in order to achieve the organizational goals
Organizations interests are above all and individual or departmental loyalties take the back
Seat There are no interdepartmental or inter-personal conflicts and the spirit of co-operation
and collaboration is present
c) Trust and trustworthiness it is a situation in which there is mutual trust and respect for
each other Members work in an informal atmosphere by having full faith and trust The
members are self disciplined hence there is no need for any supervisory control or
monitoring The people respect and value each other To create a culture of mutual trust it is
essential to have a culture of trust worthiness in which the members have proven themselves
to over a period of time If every members of the organization becomes trustworthy and is
reliable mutual trust gets built up automatically
9 | P a g e
d) Authenticity ndash is the value underlying trust It is the willingness of a person to
acknowledge the feelings he she has and accept himself herself as well as other who relate
to himher as persons Authenticity is speaking the truth without any fear and keeping the
promises made It is higher than the trust or trustworthiness The members commit and meet
the commitments without giving false promises The members always commit and deliver as
per commitment
e) Proactive ndash being a proactive culture means taking initiatives and explore the alternatives
well in advance Instead of reacting to any particular situation planning is done in order to
take care of eventualities and anticipated situations This culture encourages the members to
take initiatives for new activities new processes This can be in all the areas of for overall
process efficiency Like wok processes reduction in cost quality improvement and other
areas in which improvement can be done
f) Autonomy ndash This culture of autonomy is when members enjoy a great degree for freedom
in their activities They are the decision makers in their areas Autonomy is very important to
bring out the best in areas where individuals need freedom to work the way they want to
work It is very relevant in creating academic excellence knowledge industry information
technology research and development etc
g) Confrontation ndash This term is used in relation to a culture of facing problems upfront In
this culture the problem is put in front rather than the back to escaping the problems A better
term would be confrontation exploration that implies facing a problem and working jointly
with other concerned to find its solution If an organization encourages people to recognize a
problem bring it to people concerned explore with them to understand and search possible
10 | P a g e
ways of dealing with it Members confront the problems as areas needing improvement rather
than finding fault with anybody This culture helps in building problem solving abilities of
the organizations
h) Experimentation ndash helps in build a culture in which the members of the organization try
out new experiments on their own and take decisions with respect of conducting the
experiments The culture of experimentation manifests the risk taking aspect of the
organization This developing newer ideas and simplifies things There is an emphasis on
value creation and importance is given to innovating and trying out new ways of dealing with
problems in the organization When you have openness members can express their opinion
easily Similarly when one is provided with autonomy and collaboration happens naturally
Trust and authenticity go together Proactive and experimentation go together These four
pairs are the four foundation of human resources culture In order to understand the role of
human resources climate and its impact on the organizations some past studies on the subject
are examined below Few studies listed below use the term human resources development
climate The present study considers human resources development as a component of human
resources system hence these studies are also listed Rao and Abraham (1986) carried out
first survey by using this instrument to measure the Human resources development climate in
Indian organizations They found that the general Human resources development climate in
the organizations appears to be at an average level (54) The most important factor
contributing to this seems to be a general indifference on the part of the employees on their
own development Rajendran (1987) reported significant correlation between organizational
Climate and job satisfaction in a public sector industry in Tamil Nadu India Sharma (1987)
examined the effects of organizational climate on job satisfaction sense of participation role
stress and alienation in private sector and public sector and found that the private sector and
11 | P a g e
the public sector varied significantly on the dominant climates and there was significant
correlation between the climate variable and role stress variables Abraham (1989) observed
that Human Resources Development climate is a powerful intervening variable in translating
Human resources development practices into profit Abraham (1989) conducted a study
which revealed the linkage between the Human resources development climate and
organizational performance in financial terms Even if the climate does not show any direct
linkages at a given point of time logically it makes sense to have a good human resources
climate for the benefit of the organization Srivastava (1994) studied a group of executives
and supervisors and reported that overall organizational climate is positively related with job
involvement and higher order needs (self esteem autonomy and self actualization) are
related with job involvement Hart Griffin et al (1996) has found that organizational climate
plays an important role and lack of proper organization climate model accounts for at least
16 single-day sick leave and 10 separation rates in one organization Venkateswaran
(1997) found that to a large extent a favorable Human resources development climate was
prevalent in a public sector undertaking in India Ali and Akhtar (1999) explored the effect of
organizational climate on job satisfaction and they reported that those who scored high on
organizational climate also differed significantly on job satisfaction scale Rose Dennis and
colleagues (2001-2004) conducted a number of studies and they found a very strong link
between Organizational Climate and employee reactions such as stress levels absenteeism
and commitment and participation Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
stimulated the learning orientation of the employees Saraswathi (2010) conducted a study on
Human resources development climate in software and manufacturing organizations The
study was aimed at assessing the extent of developmental climate prevailing in manufacturing
and software organizations in India and also comparative analysis The study revealed that
12 | P a g e
the three variables general climate HRD mechanisms and OCTAPACE culture are better in
software organizations compared to manufacturing The findings indicate significant
difference in the development climate prevailing in software and manufacturing
organizations Lather et al (2010) conducted a study on organization culture in selected
organizations in the manufacturing sector in the NCR The objective of the study was to
compare the organizational culture of the selected companies in the manufacturing sector and
to identify and measure the perceived organizational culture and its various dimensions The
result shows that the executives and non-executives perceive the culture differently
THE FACTORS REQUIRED FOR GOOD HRD CLIMATE
TOP TO BOTTOM EFFORT
MOTIVATOR ROLE OF MANAGER AND SUPERVISOR
FAITH UPON EMPLOYEES
FREEDOM OF EXPRESSION OF FEELINGS
FEEDBACK
DISCOURAGING STEREOTYPES AND FAVORITISM
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
workers have to work with dedication They should have realization that organization is their
organization
13 | P a g e
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeesrsquo effort too Nature of employees should be helping for management and for
its colleagues They should be always read to help to customers too
14 | P a g e
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Components of HRD Climate
Organizational Structure
An organization s structure is actually a snapshot of a work process frozen in time so that it
can be viewed If the structure and the role is not clear people will not know what the work
process is who is responsible for what whom to go for help and decision and who can assist
in problems that may arise
15 | P a g e
Organizational Culture
Organizational culture is the pattern of beliefs knowledge attitudes and customs that exists
within an organization Organizational culture can be supportive or unsupportive positive or
negative
HR Processes
The HR system of an organization should be comprehensive enough to take care of
employees from the time they join till the time they leave from recruitment to retirement
whole process should be according to employees
An organizationrsquos success is determined as much by the skill and motivation of
its members as by almost any other factor While this has always been true recent changes
focus attention on ways human resources The fancy word for people The human
resources department within an organization years ago known as the personnel
department manages the administrative aspects of the employees development activities
can be used to ensure organizations have what it takes to successfully meet the challenges
Human Resource Development (HRD) is a process by which the employees of an
organization are helped in a continuous planned way acquire or sharpen capabilities required
to perform various functions associated with their present or expected future roles develop
their general cap-abilities as individuals and discover and exploit their potentials for their
own andor organizational development purposes and develop an organizational culture in
which supervisor-subordinate relationships teamwork (product software tool) Teamwork
- A SASD tool from Sterling Software formerly CADRE Technologies which supports the
ShlaerMellor Object-Oriented method and the Yourdon-DeMarco Hatley-Pirbhai
16 | P a g e
Constantine and Buhr notations and collaboration Working together on a project See
collaborative software among sub-units are strong and contribute to the professional well
being motivation and pride of employees HRD climate is characterized trv
charactermiddotized charactermiddotizmiddoting charactermiddotizmiddotes1 To describe the qualities or
peculiarities of 2 by the tendencies such as treating employees as the most important
resources perceiving that developing employees is the job of every manager believing in the
capability of employees communicating openly encouraging risk taking and
experimentation making efforts to help employees recognize their strengths and weaknesses
creating a general climate of trust collaboration and autonomy supportive personnel policies
and supportive HRD practices An optimal level of development climate is essential for
facilitating HRD activities (Rao amp Abraham 1986) The top management subscribing to these
values is a starting point Noun 1 starting point - earliest limiting pointterminus a quo
commencement get-go offset outset showtime starting time beginning start kickoff
first - the time at which something is supposed to begin they got an early start she knew
from the When a critical mass internalized these values there emerges a conducive adj
Tending to cause or bring about contributive See Synonyms at favorable climate for
HRD This positive HRD climate renders the existing systems more effective and makes the
organizations more receptive remiddotcepmiddottive () capable of receiving or of responding to a
stimulus to the introduction of relevant additional system (Athreya 1988) A healthy
HRD climate certainly bolsters the overall internal environment of the organization fosters
employee commitment
17 | P a g e
Centre for HRD Developed a 38-item HRD climate questionnaire to survey the extent to
which development climate exists in organizations Using this instrument the first survey of
HRD climate in Indian organizations was carried out by Rao and Abraham (1986) They
found that the general HRD climate in the organizations appears to be at an average level
(54) The most important factor contributing to this seems to be a general indifference
Antoinette Marie(1755ndash1793) queen of France to whom is attributed this statement on the
solution to bread famine ldquoLet them eat cakerdquo [Fr Hist on the part of the employees on
their own development In another study Abraham (1989) observed that HRD climate is a
powerful intervening variable An intervening variable is a hypothetical concept that
attempts to explain relationships between variables and especially the relationships between
independent variables and dependent variables in translating HRD practices into profit
Venkateswaran (1997) found that to a large extent a favorable HRD climate was prevalent
in a public sector undertaking in India Srimannarayana (2001) identified below average level
of HRD climate in a software organization in India However Agarwala (2002) found that
the HRD climate was significantly more developmental in IT industry when compared to the
automobile industry the business of producing and selling self-powered vehicles including
passenger cars trucks farm equipment and other commercial vehicles Mishra amp
Bhardwaj (2002) concluded that the HRD climate in a private sector undertaking in India was
good Rodriguess (2004) study in the engineering institutes in India found the HRD climate
highly satisfactory Srimannarayana (2007) found that a moderate HRD climate was
prevailing in Dubai organizations Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
18 | P a g e
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
industries It also deals the challenges and problems come at the time of human resourse
development The second chapter deals with the Objective of the study and Importance of the
studyamp also included the Scope of the study The third chapter is a summary of the various
research methodologies used for the development of the project The methodology used for
the implementation of the assigned project is based on secondary data The whole study is
based on secondary data The fourth chapter deals the data analysis and interpretation Chapter
five deals with the findings and recommendations related to the research report The
conclusionamp Limitation of the project is provided in chapter six and this chapter also deals
with the Bibliography amp Reference of this project
Shivani Srivastava
2 | P a g e
ACKNOWLEDGEMENT
Before I thank anybody for the compilation of this work I would like to thank Almighty for
providing guidance and me all the necessary help It is grace only that I have completed this
work
An understanding of the study like this is never the outcome of the efforts of an individual
rather it bears the imprint of a number of individuals who directly helped me in completing
the present study
First amp foremost I would like to express my regard to Mr Rahul Anand Singh (HOD of
MBA) and Dr Neetu Singh the training amp placement-in-charge and the honorable
Readers of MBA Department for this constant encouragement and support I would also
like to express immense gratitude towards supervisor Dr Neetu Singh for providing the
knowledge guidance and cooperation in research report
I am also sincerely thankful to all my friends for giving me opportunity and resource to work
on the research report and giving me support whenever necessary
Shivani Srivastava
3 | P a g e
INTRODUCTION
HRD Philosophy The patterns of relationships at work reflect the HRD philosophy In some
organizations the practices and philosophy of HRD are perpetuated by the managers who are
encouraged to follow the role model of their seniors In the process of organizational
socialization they internalize the values and attitudes of their leaders The entire process is
thus institutionalized This is somewhat akin to the kind of apprenticeship prevailing in
Japanese organizations to prepare young people for positions of responsibility Human
Resource Development is the key department of the any business Human Resource
Development is the main part behind the companyrsquos success or failure Personnel
management is that part of management which concerned with people at work and with their
relationship within an enterprise he men and women who make up an enterprise and having
regard for the well being of individual amp of working groups to working groups to enable
them to make their best contribution to its success
The meaning of Human resource management labor management or staff management
means quite simply the task of dealing with human relationship within an organization
Human resource Management is a continuous process It cannot stop Personnel management
is a never-ending process It helps in achieving objectives of company This is done by proper
4 | P a g e
perform of personnel function like recruitment selection training amp development labor
activity motivation welfare etc it also helps to keep a smooth relationship between
employers amp employees If we need to find a way to develop employees in order to become
effective contributors to the goals of an organization we need to have a clear view of what an
effective contribution would look like The use of personal capacities can be very helpful in
describing the way in which an effective employee should operate and behave but there can
be no general prescription of an effective employee Effectiveness will differ with
organizational context and on whose perspective we are adopting The matter of what
finally makes an effective employee is a combination of personality natural capabilities
developed skills experience and learning The process of enhancing an employeersquos present
and future effectiveness is called development If we need to find a way to develop
employees in order to become effective contributors to the goals of an organization we need
to have a clear view of what an effective contribution would look like The use of personal
capacities can be very helpful in describing the way in which an effective employee should
operate and behave but there can be no general prescription of an effective employee
Effectiveness will differ with organizational context and on whose perspective we are
adopting The matter of what finally makes an effective employee is a combination of
personality natural capabilities developed skills experience and learning
Meaning of HR+ D+ Climate
HR means employees in organization who work to increase the profit for organization
Development it is acquisition of capabilities that are needed to do the present job or the
future expected job After analyzing Human Resource and Development we can simply
stated that HRD is the process of helping people to acquire competencies
Climate this is an overall feeling that is conveyed by the physical layout the way employees
5 | P a g e
interact and the way members of the organization conduct themselves with outsiders
ldquoOrganizational climate is a set of characteristics of an organization which are referred in the
descriptions employees make of the policies practices and conditions which exist in the
environmentrdquo An organization became dynamic and growth oriented if their people are
dynamic and pro-active Through proper selection of people and by nurturing their dynamism
and other competencies an organization can make their people dynamic and pro-active To
survive it is very essential for an organization to adopt the change in the environment and
also continuously prepare their employees to meet the challenges this will have a positive
impact On the organization what is needed to Develop Organizational Climate in
Organization Human resources climate refers to a set of measurable properties of the work
Environment that are perceived by the people who live and work in it and that influence
their motivation and behavior Human resources climate description that have been
determined to significantly impact an organizations profitability and productivity are
flexibility responsibility standards rewards clarity and team commitment At individual
employee level the concept is human resources climate which is formed by individual
perceptions are often aggregated or collected for analysis and understanding at the team or
group level or the divisional functional or overall organizational level As stated above it is
not possible to completely separate the human resources climate system from overall
organizational climate In the present study the human resources climate is considered as part
of organizational climate There are several approaches to the defining the concept of human
resources climate However there are two related difficulties in defining the human resources
climate The first difficulty is how to define climate and second is how to measure it
effectively on different levels of analysis The success of an organization is equally
determined by the skill and motivation of its members as by any other factor This fact that
memberrsquos motivation and skill is most important in success is well-known in the literature on
6 | P a g e
Management However recently focused has been changed to the way human resources
practices and activities can be used to ensure organizations successfully meet the challenges
One of the most important functions of human resources system is to create and develop
organizational culture in which supervisor-subordinate relationships teamwork and
collaboration are some of the features which help and contribute to the professional well
being motivation and pride of employees
Human resources climate consists of many aspects of culture and behaviors of seniors in the
organization and depends on the way employees the most important resources are treated in
the organization Opportunity for employee development trust in the capability of
employees open communication encouragement for experimentation and taking up
challenges and risks associated with it Helping the employees to identify their strengths and
weaknesses in turn creating a general climate of confidence and trust collaboration and
autonomy coupled with supportive human resources policies and practices If the
organizations have to create good human resources climate there are certain pre-requisites in
form of an organizational culture Once the organizations are helped to build such human
resources culture it will ultimately helps in creating a congenial and healthy human resources
climate Pareek (1999) developed an instrument to measure organizational climate As
mentioned above organizational culture is the broader framework under which
organizational climate and human resources climate is developed If the organization
understands the way to build an excellent human resources culture the same can be easily
translated in human resources climate
7 | P a g e
According to Pareek (1999) the human resources culture should have
Following characteristics
It should be a learning culture
The culture should facilitate the identification of new competencies of people on a
continuous basis
The culture should facilitate bringing out the hidden talents and utilize the potentials
of people
It should help in developing new competencies
The culture of the organization should have in built in motivational value
Employees should take initiatives and work on their own
The culture should enable people to take initiative and experiment Initiative and
experimentations are very important for development They enable
Individuals teams and organizations to discover new potential in them
The culture should bring joy and satisfaction in work Once the employees enjoy
their work it will result in overall good work culture Relationships are important
have an enabling capability
It should improve creativity and the problem solving abilities of people
It should create team spirit and high morale
The culture should enhance the action orientation in the total organization
Members should take initiatives
According to him such a culture can be termed as OCTAPACE which is an acronym for
openness collaboration trust and trustworthiness authenticity probation autonomy
confrontation and experimentation
8 | P a g e
a) Openness ndash is considered where people feel free to express their ideas opinions and
feelings to each other irrespective of their level designation etc The comparative openness in
the system influences the design of Human resources systems Organizations can be termed
as either completely open to completely close It is not possible to find an organization at the
two extreme ends The organizations tend to be towards one or the other end The amount of
openness of the organization will be an important factor in determining the nature of the
various dimensions of Human resources systems
b) Collaboration ndash is the culture in which people are keen to help each other They are ready
to put their interest in the background for the larger interest of the organization Team spirit
is the key and people are directed by the broad organizational objectives than the individual
interest People are willing to help each other in order to achieve the organizational goals
Organizations interests are above all and individual or departmental loyalties take the back
Seat There are no interdepartmental or inter-personal conflicts and the spirit of co-operation
and collaboration is present
c) Trust and trustworthiness it is a situation in which there is mutual trust and respect for
each other Members work in an informal atmosphere by having full faith and trust The
members are self disciplined hence there is no need for any supervisory control or
monitoring The people respect and value each other To create a culture of mutual trust it is
essential to have a culture of trust worthiness in which the members have proven themselves
to over a period of time If every members of the organization becomes trustworthy and is
reliable mutual trust gets built up automatically
9 | P a g e
d) Authenticity ndash is the value underlying trust It is the willingness of a person to
acknowledge the feelings he she has and accept himself herself as well as other who relate
to himher as persons Authenticity is speaking the truth without any fear and keeping the
promises made It is higher than the trust or trustworthiness The members commit and meet
the commitments without giving false promises The members always commit and deliver as
per commitment
e) Proactive ndash being a proactive culture means taking initiatives and explore the alternatives
well in advance Instead of reacting to any particular situation planning is done in order to
take care of eventualities and anticipated situations This culture encourages the members to
take initiatives for new activities new processes This can be in all the areas of for overall
process efficiency Like wok processes reduction in cost quality improvement and other
areas in which improvement can be done
f) Autonomy ndash This culture of autonomy is when members enjoy a great degree for freedom
in their activities They are the decision makers in their areas Autonomy is very important to
bring out the best in areas where individuals need freedom to work the way they want to
work It is very relevant in creating academic excellence knowledge industry information
technology research and development etc
g) Confrontation ndash This term is used in relation to a culture of facing problems upfront In
this culture the problem is put in front rather than the back to escaping the problems A better
term would be confrontation exploration that implies facing a problem and working jointly
with other concerned to find its solution If an organization encourages people to recognize a
problem bring it to people concerned explore with them to understand and search possible
10 | P a g e
ways of dealing with it Members confront the problems as areas needing improvement rather
than finding fault with anybody This culture helps in building problem solving abilities of
the organizations
h) Experimentation ndash helps in build a culture in which the members of the organization try
out new experiments on their own and take decisions with respect of conducting the
experiments The culture of experimentation manifests the risk taking aspect of the
organization This developing newer ideas and simplifies things There is an emphasis on
value creation and importance is given to innovating and trying out new ways of dealing with
problems in the organization When you have openness members can express their opinion
easily Similarly when one is provided with autonomy and collaboration happens naturally
Trust and authenticity go together Proactive and experimentation go together These four
pairs are the four foundation of human resources culture In order to understand the role of
human resources climate and its impact on the organizations some past studies on the subject
are examined below Few studies listed below use the term human resources development
climate The present study considers human resources development as a component of human
resources system hence these studies are also listed Rao and Abraham (1986) carried out
first survey by using this instrument to measure the Human resources development climate in
Indian organizations They found that the general Human resources development climate in
the organizations appears to be at an average level (54) The most important factor
contributing to this seems to be a general indifference on the part of the employees on their
own development Rajendran (1987) reported significant correlation between organizational
Climate and job satisfaction in a public sector industry in Tamil Nadu India Sharma (1987)
examined the effects of organizational climate on job satisfaction sense of participation role
stress and alienation in private sector and public sector and found that the private sector and
11 | P a g e
the public sector varied significantly on the dominant climates and there was significant
correlation between the climate variable and role stress variables Abraham (1989) observed
that Human Resources Development climate is a powerful intervening variable in translating
Human resources development practices into profit Abraham (1989) conducted a study
which revealed the linkage between the Human resources development climate and
organizational performance in financial terms Even if the climate does not show any direct
linkages at a given point of time logically it makes sense to have a good human resources
climate for the benefit of the organization Srivastava (1994) studied a group of executives
and supervisors and reported that overall organizational climate is positively related with job
involvement and higher order needs (self esteem autonomy and self actualization) are
related with job involvement Hart Griffin et al (1996) has found that organizational climate
plays an important role and lack of proper organization climate model accounts for at least
16 single-day sick leave and 10 separation rates in one organization Venkateswaran
(1997) found that to a large extent a favorable Human resources development climate was
prevalent in a public sector undertaking in India Ali and Akhtar (1999) explored the effect of
organizational climate on job satisfaction and they reported that those who scored high on
organizational climate also differed significantly on job satisfaction scale Rose Dennis and
colleagues (2001-2004) conducted a number of studies and they found a very strong link
between Organizational Climate and employee reactions such as stress levels absenteeism
and commitment and participation Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
stimulated the learning orientation of the employees Saraswathi (2010) conducted a study on
Human resources development climate in software and manufacturing organizations The
study was aimed at assessing the extent of developmental climate prevailing in manufacturing
and software organizations in India and also comparative analysis The study revealed that
12 | P a g e
the three variables general climate HRD mechanisms and OCTAPACE culture are better in
software organizations compared to manufacturing The findings indicate significant
difference in the development climate prevailing in software and manufacturing
organizations Lather et al (2010) conducted a study on organization culture in selected
organizations in the manufacturing sector in the NCR The objective of the study was to
compare the organizational culture of the selected companies in the manufacturing sector and
to identify and measure the perceived organizational culture and its various dimensions The
result shows that the executives and non-executives perceive the culture differently
THE FACTORS REQUIRED FOR GOOD HRD CLIMATE
TOP TO BOTTOM EFFORT
MOTIVATOR ROLE OF MANAGER AND SUPERVISOR
FAITH UPON EMPLOYEES
FREEDOM OF EXPRESSION OF FEELINGS
FEEDBACK
DISCOURAGING STEREOTYPES AND FAVORITISM
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
workers have to work with dedication They should have realization that organization is their
organization
13 | P a g e
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeesrsquo effort too Nature of employees should be helping for management and for
its colleagues They should be always read to help to customers too
14 | P a g e
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Components of HRD Climate
Organizational Structure
An organization s structure is actually a snapshot of a work process frozen in time so that it
can be viewed If the structure and the role is not clear people will not know what the work
process is who is responsible for what whom to go for help and decision and who can assist
in problems that may arise
15 | P a g e
Organizational Culture
Organizational culture is the pattern of beliefs knowledge attitudes and customs that exists
within an organization Organizational culture can be supportive or unsupportive positive or
negative
HR Processes
The HR system of an organization should be comprehensive enough to take care of
employees from the time they join till the time they leave from recruitment to retirement
whole process should be according to employees
An organizationrsquos success is determined as much by the skill and motivation of
its members as by almost any other factor While this has always been true recent changes
focus attention on ways human resources The fancy word for people The human
resources department within an organization years ago known as the personnel
department manages the administrative aspects of the employees development activities
can be used to ensure organizations have what it takes to successfully meet the challenges
Human Resource Development (HRD) is a process by which the employees of an
organization are helped in a continuous planned way acquire or sharpen capabilities required
to perform various functions associated with their present or expected future roles develop
their general cap-abilities as individuals and discover and exploit their potentials for their
own andor organizational development purposes and develop an organizational culture in
which supervisor-subordinate relationships teamwork (product software tool) Teamwork
- A SASD tool from Sterling Software formerly CADRE Technologies which supports the
ShlaerMellor Object-Oriented method and the Yourdon-DeMarco Hatley-Pirbhai
16 | P a g e
Constantine and Buhr notations and collaboration Working together on a project See
collaborative software among sub-units are strong and contribute to the professional well
being motivation and pride of employees HRD climate is characterized trv
charactermiddotized charactermiddotizmiddoting charactermiddotizmiddotes1 To describe the qualities or
peculiarities of 2 by the tendencies such as treating employees as the most important
resources perceiving that developing employees is the job of every manager believing in the
capability of employees communicating openly encouraging risk taking and
experimentation making efforts to help employees recognize their strengths and weaknesses
creating a general climate of trust collaboration and autonomy supportive personnel policies
and supportive HRD practices An optimal level of development climate is essential for
facilitating HRD activities (Rao amp Abraham 1986) The top management subscribing to these
values is a starting point Noun 1 starting point - earliest limiting pointterminus a quo
commencement get-go offset outset showtime starting time beginning start kickoff
first - the time at which something is supposed to begin they got an early start she knew
from the When a critical mass internalized these values there emerges a conducive adj
Tending to cause or bring about contributive See Synonyms at favorable climate for
HRD This positive HRD climate renders the existing systems more effective and makes the
organizations more receptive remiddotcepmiddottive () capable of receiving or of responding to a
stimulus to the introduction of relevant additional system (Athreya 1988) A healthy
HRD climate certainly bolsters the overall internal environment of the organization fosters
employee commitment
17 | P a g e
Centre for HRD Developed a 38-item HRD climate questionnaire to survey the extent to
which development climate exists in organizations Using this instrument the first survey of
HRD climate in Indian organizations was carried out by Rao and Abraham (1986) They
found that the general HRD climate in the organizations appears to be at an average level
(54) The most important factor contributing to this seems to be a general indifference
Antoinette Marie(1755ndash1793) queen of France to whom is attributed this statement on the
solution to bread famine ldquoLet them eat cakerdquo [Fr Hist on the part of the employees on
their own development In another study Abraham (1989) observed that HRD climate is a
powerful intervening variable An intervening variable is a hypothetical concept that
attempts to explain relationships between variables and especially the relationships between
independent variables and dependent variables in translating HRD practices into profit
Venkateswaran (1997) found that to a large extent a favorable HRD climate was prevalent
in a public sector undertaking in India Srimannarayana (2001) identified below average level
of HRD climate in a software organization in India However Agarwala (2002) found that
the HRD climate was significantly more developmental in IT industry when compared to the
automobile industry the business of producing and selling self-powered vehicles including
passenger cars trucks farm equipment and other commercial vehicles Mishra amp
Bhardwaj (2002) concluded that the HRD climate in a private sector undertaking in India was
good Rodriguess (2004) study in the engineering institutes in India found the HRD climate
highly satisfactory Srimannarayana (2007) found that a moderate HRD climate was
prevailing in Dubai organizations Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
18 | P a g e
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
ACKNOWLEDGEMENT
Before I thank anybody for the compilation of this work I would like to thank Almighty for
providing guidance and me all the necessary help It is grace only that I have completed this
work
An understanding of the study like this is never the outcome of the efforts of an individual
rather it bears the imprint of a number of individuals who directly helped me in completing
the present study
First amp foremost I would like to express my regard to Mr Rahul Anand Singh (HOD of
MBA) and Dr Neetu Singh the training amp placement-in-charge and the honorable
Readers of MBA Department for this constant encouragement and support I would also
like to express immense gratitude towards supervisor Dr Neetu Singh for providing the
knowledge guidance and cooperation in research report
I am also sincerely thankful to all my friends for giving me opportunity and resource to work
on the research report and giving me support whenever necessary
Shivani Srivastava
3 | P a g e
INTRODUCTION
HRD Philosophy The patterns of relationships at work reflect the HRD philosophy In some
organizations the practices and philosophy of HRD are perpetuated by the managers who are
encouraged to follow the role model of their seniors In the process of organizational
socialization they internalize the values and attitudes of their leaders The entire process is
thus institutionalized This is somewhat akin to the kind of apprenticeship prevailing in
Japanese organizations to prepare young people for positions of responsibility Human
Resource Development is the key department of the any business Human Resource
Development is the main part behind the companyrsquos success or failure Personnel
management is that part of management which concerned with people at work and with their
relationship within an enterprise he men and women who make up an enterprise and having
regard for the well being of individual amp of working groups to working groups to enable
them to make their best contribution to its success
The meaning of Human resource management labor management or staff management
means quite simply the task of dealing with human relationship within an organization
Human resource Management is a continuous process It cannot stop Personnel management
is a never-ending process It helps in achieving objectives of company This is done by proper
4 | P a g e
perform of personnel function like recruitment selection training amp development labor
activity motivation welfare etc it also helps to keep a smooth relationship between
employers amp employees If we need to find a way to develop employees in order to become
effective contributors to the goals of an organization we need to have a clear view of what an
effective contribution would look like The use of personal capacities can be very helpful in
describing the way in which an effective employee should operate and behave but there can
be no general prescription of an effective employee Effectiveness will differ with
organizational context and on whose perspective we are adopting The matter of what
finally makes an effective employee is a combination of personality natural capabilities
developed skills experience and learning The process of enhancing an employeersquos present
and future effectiveness is called development If we need to find a way to develop
employees in order to become effective contributors to the goals of an organization we need
to have a clear view of what an effective contribution would look like The use of personal
capacities can be very helpful in describing the way in which an effective employee should
operate and behave but there can be no general prescription of an effective employee
Effectiveness will differ with organizational context and on whose perspective we are
adopting The matter of what finally makes an effective employee is a combination of
personality natural capabilities developed skills experience and learning
Meaning of HR+ D+ Climate
HR means employees in organization who work to increase the profit for organization
Development it is acquisition of capabilities that are needed to do the present job or the
future expected job After analyzing Human Resource and Development we can simply
stated that HRD is the process of helping people to acquire competencies
Climate this is an overall feeling that is conveyed by the physical layout the way employees
5 | P a g e
interact and the way members of the organization conduct themselves with outsiders
ldquoOrganizational climate is a set of characteristics of an organization which are referred in the
descriptions employees make of the policies practices and conditions which exist in the
environmentrdquo An organization became dynamic and growth oriented if their people are
dynamic and pro-active Through proper selection of people and by nurturing their dynamism
and other competencies an organization can make their people dynamic and pro-active To
survive it is very essential for an organization to adopt the change in the environment and
also continuously prepare their employees to meet the challenges this will have a positive
impact On the organization what is needed to Develop Organizational Climate in
Organization Human resources climate refers to a set of measurable properties of the work
Environment that are perceived by the people who live and work in it and that influence
their motivation and behavior Human resources climate description that have been
determined to significantly impact an organizations profitability and productivity are
flexibility responsibility standards rewards clarity and team commitment At individual
employee level the concept is human resources climate which is formed by individual
perceptions are often aggregated or collected for analysis and understanding at the team or
group level or the divisional functional or overall organizational level As stated above it is
not possible to completely separate the human resources climate system from overall
organizational climate In the present study the human resources climate is considered as part
of organizational climate There are several approaches to the defining the concept of human
resources climate However there are two related difficulties in defining the human resources
climate The first difficulty is how to define climate and second is how to measure it
effectively on different levels of analysis The success of an organization is equally
determined by the skill and motivation of its members as by any other factor This fact that
memberrsquos motivation and skill is most important in success is well-known in the literature on
6 | P a g e
Management However recently focused has been changed to the way human resources
practices and activities can be used to ensure organizations successfully meet the challenges
One of the most important functions of human resources system is to create and develop
organizational culture in which supervisor-subordinate relationships teamwork and
collaboration are some of the features which help and contribute to the professional well
being motivation and pride of employees
Human resources climate consists of many aspects of culture and behaviors of seniors in the
organization and depends on the way employees the most important resources are treated in
the organization Opportunity for employee development trust in the capability of
employees open communication encouragement for experimentation and taking up
challenges and risks associated with it Helping the employees to identify their strengths and
weaknesses in turn creating a general climate of confidence and trust collaboration and
autonomy coupled with supportive human resources policies and practices If the
organizations have to create good human resources climate there are certain pre-requisites in
form of an organizational culture Once the organizations are helped to build such human
resources culture it will ultimately helps in creating a congenial and healthy human resources
climate Pareek (1999) developed an instrument to measure organizational climate As
mentioned above organizational culture is the broader framework under which
organizational climate and human resources climate is developed If the organization
understands the way to build an excellent human resources culture the same can be easily
translated in human resources climate
7 | P a g e
According to Pareek (1999) the human resources culture should have
Following characteristics
It should be a learning culture
The culture should facilitate the identification of new competencies of people on a
continuous basis
The culture should facilitate bringing out the hidden talents and utilize the potentials
of people
It should help in developing new competencies
The culture of the organization should have in built in motivational value
Employees should take initiatives and work on their own
The culture should enable people to take initiative and experiment Initiative and
experimentations are very important for development They enable
Individuals teams and organizations to discover new potential in them
The culture should bring joy and satisfaction in work Once the employees enjoy
their work it will result in overall good work culture Relationships are important
have an enabling capability
It should improve creativity and the problem solving abilities of people
It should create team spirit and high morale
The culture should enhance the action orientation in the total organization
Members should take initiatives
According to him such a culture can be termed as OCTAPACE which is an acronym for
openness collaboration trust and trustworthiness authenticity probation autonomy
confrontation and experimentation
8 | P a g e
a) Openness ndash is considered where people feel free to express their ideas opinions and
feelings to each other irrespective of their level designation etc The comparative openness in
the system influences the design of Human resources systems Organizations can be termed
as either completely open to completely close It is not possible to find an organization at the
two extreme ends The organizations tend to be towards one or the other end The amount of
openness of the organization will be an important factor in determining the nature of the
various dimensions of Human resources systems
b) Collaboration ndash is the culture in which people are keen to help each other They are ready
to put their interest in the background for the larger interest of the organization Team spirit
is the key and people are directed by the broad organizational objectives than the individual
interest People are willing to help each other in order to achieve the organizational goals
Organizations interests are above all and individual or departmental loyalties take the back
Seat There are no interdepartmental or inter-personal conflicts and the spirit of co-operation
and collaboration is present
c) Trust and trustworthiness it is a situation in which there is mutual trust and respect for
each other Members work in an informal atmosphere by having full faith and trust The
members are self disciplined hence there is no need for any supervisory control or
monitoring The people respect and value each other To create a culture of mutual trust it is
essential to have a culture of trust worthiness in which the members have proven themselves
to over a period of time If every members of the organization becomes trustworthy and is
reliable mutual trust gets built up automatically
9 | P a g e
d) Authenticity ndash is the value underlying trust It is the willingness of a person to
acknowledge the feelings he she has and accept himself herself as well as other who relate
to himher as persons Authenticity is speaking the truth without any fear and keeping the
promises made It is higher than the trust or trustworthiness The members commit and meet
the commitments without giving false promises The members always commit and deliver as
per commitment
e) Proactive ndash being a proactive culture means taking initiatives and explore the alternatives
well in advance Instead of reacting to any particular situation planning is done in order to
take care of eventualities and anticipated situations This culture encourages the members to
take initiatives for new activities new processes This can be in all the areas of for overall
process efficiency Like wok processes reduction in cost quality improvement and other
areas in which improvement can be done
f) Autonomy ndash This culture of autonomy is when members enjoy a great degree for freedom
in their activities They are the decision makers in their areas Autonomy is very important to
bring out the best in areas where individuals need freedom to work the way they want to
work It is very relevant in creating academic excellence knowledge industry information
technology research and development etc
g) Confrontation ndash This term is used in relation to a culture of facing problems upfront In
this culture the problem is put in front rather than the back to escaping the problems A better
term would be confrontation exploration that implies facing a problem and working jointly
with other concerned to find its solution If an organization encourages people to recognize a
problem bring it to people concerned explore with them to understand and search possible
10 | P a g e
ways of dealing with it Members confront the problems as areas needing improvement rather
than finding fault with anybody This culture helps in building problem solving abilities of
the organizations
h) Experimentation ndash helps in build a culture in which the members of the organization try
out new experiments on their own and take decisions with respect of conducting the
experiments The culture of experimentation manifests the risk taking aspect of the
organization This developing newer ideas and simplifies things There is an emphasis on
value creation and importance is given to innovating and trying out new ways of dealing with
problems in the organization When you have openness members can express their opinion
easily Similarly when one is provided with autonomy and collaboration happens naturally
Trust and authenticity go together Proactive and experimentation go together These four
pairs are the four foundation of human resources culture In order to understand the role of
human resources climate and its impact on the organizations some past studies on the subject
are examined below Few studies listed below use the term human resources development
climate The present study considers human resources development as a component of human
resources system hence these studies are also listed Rao and Abraham (1986) carried out
first survey by using this instrument to measure the Human resources development climate in
Indian organizations They found that the general Human resources development climate in
the organizations appears to be at an average level (54) The most important factor
contributing to this seems to be a general indifference on the part of the employees on their
own development Rajendran (1987) reported significant correlation between organizational
Climate and job satisfaction in a public sector industry in Tamil Nadu India Sharma (1987)
examined the effects of organizational climate on job satisfaction sense of participation role
stress and alienation in private sector and public sector and found that the private sector and
11 | P a g e
the public sector varied significantly on the dominant climates and there was significant
correlation between the climate variable and role stress variables Abraham (1989) observed
that Human Resources Development climate is a powerful intervening variable in translating
Human resources development practices into profit Abraham (1989) conducted a study
which revealed the linkage between the Human resources development climate and
organizational performance in financial terms Even if the climate does not show any direct
linkages at a given point of time logically it makes sense to have a good human resources
climate for the benefit of the organization Srivastava (1994) studied a group of executives
and supervisors and reported that overall organizational climate is positively related with job
involvement and higher order needs (self esteem autonomy and self actualization) are
related with job involvement Hart Griffin et al (1996) has found that organizational climate
plays an important role and lack of proper organization climate model accounts for at least
16 single-day sick leave and 10 separation rates in one organization Venkateswaran
(1997) found that to a large extent a favorable Human resources development climate was
prevalent in a public sector undertaking in India Ali and Akhtar (1999) explored the effect of
organizational climate on job satisfaction and they reported that those who scored high on
organizational climate also differed significantly on job satisfaction scale Rose Dennis and
colleagues (2001-2004) conducted a number of studies and they found a very strong link
between Organizational Climate and employee reactions such as stress levels absenteeism
and commitment and participation Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
stimulated the learning orientation of the employees Saraswathi (2010) conducted a study on
Human resources development climate in software and manufacturing organizations The
study was aimed at assessing the extent of developmental climate prevailing in manufacturing
and software organizations in India and also comparative analysis The study revealed that
12 | P a g e
the three variables general climate HRD mechanisms and OCTAPACE culture are better in
software organizations compared to manufacturing The findings indicate significant
difference in the development climate prevailing in software and manufacturing
organizations Lather et al (2010) conducted a study on organization culture in selected
organizations in the manufacturing sector in the NCR The objective of the study was to
compare the organizational culture of the selected companies in the manufacturing sector and
to identify and measure the perceived organizational culture and its various dimensions The
result shows that the executives and non-executives perceive the culture differently
THE FACTORS REQUIRED FOR GOOD HRD CLIMATE
TOP TO BOTTOM EFFORT
MOTIVATOR ROLE OF MANAGER AND SUPERVISOR
FAITH UPON EMPLOYEES
FREEDOM OF EXPRESSION OF FEELINGS
FEEDBACK
DISCOURAGING STEREOTYPES AND FAVORITISM
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
workers have to work with dedication They should have realization that organization is their
organization
13 | P a g e
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeesrsquo effort too Nature of employees should be helping for management and for
its colleagues They should be always read to help to customers too
14 | P a g e
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Components of HRD Climate
Organizational Structure
An organization s structure is actually a snapshot of a work process frozen in time so that it
can be viewed If the structure and the role is not clear people will not know what the work
process is who is responsible for what whom to go for help and decision and who can assist
in problems that may arise
15 | P a g e
Organizational Culture
Organizational culture is the pattern of beliefs knowledge attitudes and customs that exists
within an organization Organizational culture can be supportive or unsupportive positive or
negative
HR Processes
The HR system of an organization should be comprehensive enough to take care of
employees from the time they join till the time they leave from recruitment to retirement
whole process should be according to employees
An organizationrsquos success is determined as much by the skill and motivation of
its members as by almost any other factor While this has always been true recent changes
focus attention on ways human resources The fancy word for people The human
resources department within an organization years ago known as the personnel
department manages the administrative aspects of the employees development activities
can be used to ensure organizations have what it takes to successfully meet the challenges
Human Resource Development (HRD) is a process by which the employees of an
organization are helped in a continuous planned way acquire or sharpen capabilities required
to perform various functions associated with their present or expected future roles develop
their general cap-abilities as individuals and discover and exploit their potentials for their
own andor organizational development purposes and develop an organizational culture in
which supervisor-subordinate relationships teamwork (product software tool) Teamwork
- A SASD tool from Sterling Software formerly CADRE Technologies which supports the
ShlaerMellor Object-Oriented method and the Yourdon-DeMarco Hatley-Pirbhai
16 | P a g e
Constantine and Buhr notations and collaboration Working together on a project See
collaborative software among sub-units are strong and contribute to the professional well
being motivation and pride of employees HRD climate is characterized trv
charactermiddotized charactermiddotizmiddoting charactermiddotizmiddotes1 To describe the qualities or
peculiarities of 2 by the tendencies such as treating employees as the most important
resources perceiving that developing employees is the job of every manager believing in the
capability of employees communicating openly encouraging risk taking and
experimentation making efforts to help employees recognize their strengths and weaknesses
creating a general climate of trust collaboration and autonomy supportive personnel policies
and supportive HRD practices An optimal level of development climate is essential for
facilitating HRD activities (Rao amp Abraham 1986) The top management subscribing to these
values is a starting point Noun 1 starting point - earliest limiting pointterminus a quo
commencement get-go offset outset showtime starting time beginning start kickoff
first - the time at which something is supposed to begin they got an early start she knew
from the When a critical mass internalized these values there emerges a conducive adj
Tending to cause or bring about contributive See Synonyms at favorable climate for
HRD This positive HRD climate renders the existing systems more effective and makes the
organizations more receptive remiddotcepmiddottive () capable of receiving or of responding to a
stimulus to the introduction of relevant additional system (Athreya 1988) A healthy
HRD climate certainly bolsters the overall internal environment of the organization fosters
employee commitment
17 | P a g e
Centre for HRD Developed a 38-item HRD climate questionnaire to survey the extent to
which development climate exists in organizations Using this instrument the first survey of
HRD climate in Indian organizations was carried out by Rao and Abraham (1986) They
found that the general HRD climate in the organizations appears to be at an average level
(54) The most important factor contributing to this seems to be a general indifference
Antoinette Marie(1755ndash1793) queen of France to whom is attributed this statement on the
solution to bread famine ldquoLet them eat cakerdquo [Fr Hist on the part of the employees on
their own development In another study Abraham (1989) observed that HRD climate is a
powerful intervening variable An intervening variable is a hypothetical concept that
attempts to explain relationships between variables and especially the relationships between
independent variables and dependent variables in translating HRD practices into profit
Venkateswaran (1997) found that to a large extent a favorable HRD climate was prevalent
in a public sector undertaking in India Srimannarayana (2001) identified below average level
of HRD climate in a software organization in India However Agarwala (2002) found that
the HRD climate was significantly more developmental in IT industry when compared to the
automobile industry the business of producing and selling self-powered vehicles including
passenger cars trucks farm equipment and other commercial vehicles Mishra amp
Bhardwaj (2002) concluded that the HRD climate in a private sector undertaking in India was
good Rodriguess (2004) study in the engineering institutes in India found the HRD climate
highly satisfactory Srimannarayana (2007) found that a moderate HRD climate was
prevailing in Dubai organizations Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
18 | P a g e
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
INTRODUCTION
HRD Philosophy The patterns of relationships at work reflect the HRD philosophy In some
organizations the practices and philosophy of HRD are perpetuated by the managers who are
encouraged to follow the role model of their seniors In the process of organizational
socialization they internalize the values and attitudes of their leaders The entire process is
thus institutionalized This is somewhat akin to the kind of apprenticeship prevailing in
Japanese organizations to prepare young people for positions of responsibility Human
Resource Development is the key department of the any business Human Resource
Development is the main part behind the companyrsquos success or failure Personnel
management is that part of management which concerned with people at work and with their
relationship within an enterprise he men and women who make up an enterprise and having
regard for the well being of individual amp of working groups to working groups to enable
them to make their best contribution to its success
The meaning of Human resource management labor management or staff management
means quite simply the task of dealing with human relationship within an organization
Human resource Management is a continuous process It cannot stop Personnel management
is a never-ending process It helps in achieving objectives of company This is done by proper
4 | P a g e
perform of personnel function like recruitment selection training amp development labor
activity motivation welfare etc it also helps to keep a smooth relationship between
employers amp employees If we need to find a way to develop employees in order to become
effective contributors to the goals of an organization we need to have a clear view of what an
effective contribution would look like The use of personal capacities can be very helpful in
describing the way in which an effective employee should operate and behave but there can
be no general prescription of an effective employee Effectiveness will differ with
organizational context and on whose perspective we are adopting The matter of what
finally makes an effective employee is a combination of personality natural capabilities
developed skills experience and learning The process of enhancing an employeersquos present
and future effectiveness is called development If we need to find a way to develop
employees in order to become effective contributors to the goals of an organization we need
to have a clear view of what an effective contribution would look like The use of personal
capacities can be very helpful in describing the way in which an effective employee should
operate and behave but there can be no general prescription of an effective employee
Effectiveness will differ with organizational context and on whose perspective we are
adopting The matter of what finally makes an effective employee is a combination of
personality natural capabilities developed skills experience and learning
Meaning of HR+ D+ Climate
HR means employees in organization who work to increase the profit for organization
Development it is acquisition of capabilities that are needed to do the present job or the
future expected job After analyzing Human Resource and Development we can simply
stated that HRD is the process of helping people to acquire competencies
Climate this is an overall feeling that is conveyed by the physical layout the way employees
5 | P a g e
interact and the way members of the organization conduct themselves with outsiders
ldquoOrganizational climate is a set of characteristics of an organization which are referred in the
descriptions employees make of the policies practices and conditions which exist in the
environmentrdquo An organization became dynamic and growth oriented if their people are
dynamic and pro-active Through proper selection of people and by nurturing their dynamism
and other competencies an organization can make their people dynamic and pro-active To
survive it is very essential for an organization to adopt the change in the environment and
also continuously prepare their employees to meet the challenges this will have a positive
impact On the organization what is needed to Develop Organizational Climate in
Organization Human resources climate refers to a set of measurable properties of the work
Environment that are perceived by the people who live and work in it and that influence
their motivation and behavior Human resources climate description that have been
determined to significantly impact an organizations profitability and productivity are
flexibility responsibility standards rewards clarity and team commitment At individual
employee level the concept is human resources climate which is formed by individual
perceptions are often aggregated or collected for analysis and understanding at the team or
group level or the divisional functional or overall organizational level As stated above it is
not possible to completely separate the human resources climate system from overall
organizational climate In the present study the human resources climate is considered as part
of organizational climate There are several approaches to the defining the concept of human
resources climate However there are two related difficulties in defining the human resources
climate The first difficulty is how to define climate and second is how to measure it
effectively on different levels of analysis The success of an organization is equally
determined by the skill and motivation of its members as by any other factor This fact that
memberrsquos motivation and skill is most important in success is well-known in the literature on
6 | P a g e
Management However recently focused has been changed to the way human resources
practices and activities can be used to ensure organizations successfully meet the challenges
One of the most important functions of human resources system is to create and develop
organizational culture in which supervisor-subordinate relationships teamwork and
collaboration are some of the features which help and contribute to the professional well
being motivation and pride of employees
Human resources climate consists of many aspects of culture and behaviors of seniors in the
organization and depends on the way employees the most important resources are treated in
the organization Opportunity for employee development trust in the capability of
employees open communication encouragement for experimentation and taking up
challenges and risks associated with it Helping the employees to identify their strengths and
weaknesses in turn creating a general climate of confidence and trust collaboration and
autonomy coupled with supportive human resources policies and practices If the
organizations have to create good human resources climate there are certain pre-requisites in
form of an organizational culture Once the organizations are helped to build such human
resources culture it will ultimately helps in creating a congenial and healthy human resources
climate Pareek (1999) developed an instrument to measure organizational climate As
mentioned above organizational culture is the broader framework under which
organizational climate and human resources climate is developed If the organization
understands the way to build an excellent human resources culture the same can be easily
translated in human resources climate
7 | P a g e
According to Pareek (1999) the human resources culture should have
Following characteristics
It should be a learning culture
The culture should facilitate the identification of new competencies of people on a
continuous basis
The culture should facilitate bringing out the hidden talents and utilize the potentials
of people
It should help in developing new competencies
The culture of the organization should have in built in motivational value
Employees should take initiatives and work on their own
The culture should enable people to take initiative and experiment Initiative and
experimentations are very important for development They enable
Individuals teams and organizations to discover new potential in them
The culture should bring joy and satisfaction in work Once the employees enjoy
their work it will result in overall good work culture Relationships are important
have an enabling capability
It should improve creativity and the problem solving abilities of people
It should create team spirit and high morale
The culture should enhance the action orientation in the total organization
Members should take initiatives
According to him such a culture can be termed as OCTAPACE which is an acronym for
openness collaboration trust and trustworthiness authenticity probation autonomy
confrontation and experimentation
8 | P a g e
a) Openness ndash is considered where people feel free to express their ideas opinions and
feelings to each other irrespective of their level designation etc The comparative openness in
the system influences the design of Human resources systems Organizations can be termed
as either completely open to completely close It is not possible to find an organization at the
two extreme ends The organizations tend to be towards one or the other end The amount of
openness of the organization will be an important factor in determining the nature of the
various dimensions of Human resources systems
b) Collaboration ndash is the culture in which people are keen to help each other They are ready
to put their interest in the background for the larger interest of the organization Team spirit
is the key and people are directed by the broad organizational objectives than the individual
interest People are willing to help each other in order to achieve the organizational goals
Organizations interests are above all and individual or departmental loyalties take the back
Seat There are no interdepartmental or inter-personal conflicts and the spirit of co-operation
and collaboration is present
c) Trust and trustworthiness it is a situation in which there is mutual trust and respect for
each other Members work in an informal atmosphere by having full faith and trust The
members are self disciplined hence there is no need for any supervisory control or
monitoring The people respect and value each other To create a culture of mutual trust it is
essential to have a culture of trust worthiness in which the members have proven themselves
to over a period of time If every members of the organization becomes trustworthy and is
reliable mutual trust gets built up automatically
9 | P a g e
d) Authenticity ndash is the value underlying trust It is the willingness of a person to
acknowledge the feelings he she has and accept himself herself as well as other who relate
to himher as persons Authenticity is speaking the truth without any fear and keeping the
promises made It is higher than the trust or trustworthiness The members commit and meet
the commitments without giving false promises The members always commit and deliver as
per commitment
e) Proactive ndash being a proactive culture means taking initiatives and explore the alternatives
well in advance Instead of reacting to any particular situation planning is done in order to
take care of eventualities and anticipated situations This culture encourages the members to
take initiatives for new activities new processes This can be in all the areas of for overall
process efficiency Like wok processes reduction in cost quality improvement and other
areas in which improvement can be done
f) Autonomy ndash This culture of autonomy is when members enjoy a great degree for freedom
in their activities They are the decision makers in their areas Autonomy is very important to
bring out the best in areas where individuals need freedom to work the way they want to
work It is very relevant in creating academic excellence knowledge industry information
technology research and development etc
g) Confrontation ndash This term is used in relation to a culture of facing problems upfront In
this culture the problem is put in front rather than the back to escaping the problems A better
term would be confrontation exploration that implies facing a problem and working jointly
with other concerned to find its solution If an organization encourages people to recognize a
problem bring it to people concerned explore with them to understand and search possible
10 | P a g e
ways of dealing with it Members confront the problems as areas needing improvement rather
than finding fault with anybody This culture helps in building problem solving abilities of
the organizations
h) Experimentation ndash helps in build a culture in which the members of the organization try
out new experiments on their own and take decisions with respect of conducting the
experiments The culture of experimentation manifests the risk taking aspect of the
organization This developing newer ideas and simplifies things There is an emphasis on
value creation and importance is given to innovating and trying out new ways of dealing with
problems in the organization When you have openness members can express their opinion
easily Similarly when one is provided with autonomy and collaboration happens naturally
Trust and authenticity go together Proactive and experimentation go together These four
pairs are the four foundation of human resources culture In order to understand the role of
human resources climate and its impact on the organizations some past studies on the subject
are examined below Few studies listed below use the term human resources development
climate The present study considers human resources development as a component of human
resources system hence these studies are also listed Rao and Abraham (1986) carried out
first survey by using this instrument to measure the Human resources development climate in
Indian organizations They found that the general Human resources development climate in
the organizations appears to be at an average level (54) The most important factor
contributing to this seems to be a general indifference on the part of the employees on their
own development Rajendran (1987) reported significant correlation between organizational
Climate and job satisfaction in a public sector industry in Tamil Nadu India Sharma (1987)
examined the effects of organizational climate on job satisfaction sense of participation role
stress and alienation in private sector and public sector and found that the private sector and
11 | P a g e
the public sector varied significantly on the dominant climates and there was significant
correlation between the climate variable and role stress variables Abraham (1989) observed
that Human Resources Development climate is a powerful intervening variable in translating
Human resources development practices into profit Abraham (1989) conducted a study
which revealed the linkage between the Human resources development climate and
organizational performance in financial terms Even if the climate does not show any direct
linkages at a given point of time logically it makes sense to have a good human resources
climate for the benefit of the organization Srivastava (1994) studied a group of executives
and supervisors and reported that overall organizational climate is positively related with job
involvement and higher order needs (self esteem autonomy and self actualization) are
related with job involvement Hart Griffin et al (1996) has found that organizational climate
plays an important role and lack of proper organization climate model accounts for at least
16 single-day sick leave and 10 separation rates in one organization Venkateswaran
(1997) found that to a large extent a favorable Human resources development climate was
prevalent in a public sector undertaking in India Ali and Akhtar (1999) explored the effect of
organizational climate on job satisfaction and they reported that those who scored high on
organizational climate also differed significantly on job satisfaction scale Rose Dennis and
colleagues (2001-2004) conducted a number of studies and they found a very strong link
between Organizational Climate and employee reactions such as stress levels absenteeism
and commitment and participation Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
stimulated the learning orientation of the employees Saraswathi (2010) conducted a study on
Human resources development climate in software and manufacturing organizations The
study was aimed at assessing the extent of developmental climate prevailing in manufacturing
and software organizations in India and also comparative analysis The study revealed that
12 | P a g e
the three variables general climate HRD mechanisms and OCTAPACE culture are better in
software organizations compared to manufacturing The findings indicate significant
difference in the development climate prevailing in software and manufacturing
organizations Lather et al (2010) conducted a study on organization culture in selected
organizations in the manufacturing sector in the NCR The objective of the study was to
compare the organizational culture of the selected companies in the manufacturing sector and
to identify and measure the perceived organizational culture and its various dimensions The
result shows that the executives and non-executives perceive the culture differently
THE FACTORS REQUIRED FOR GOOD HRD CLIMATE
TOP TO BOTTOM EFFORT
MOTIVATOR ROLE OF MANAGER AND SUPERVISOR
FAITH UPON EMPLOYEES
FREEDOM OF EXPRESSION OF FEELINGS
FEEDBACK
DISCOURAGING STEREOTYPES AND FAVORITISM
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
workers have to work with dedication They should have realization that organization is their
organization
13 | P a g e
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeesrsquo effort too Nature of employees should be helping for management and for
its colleagues They should be always read to help to customers too
14 | P a g e
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Components of HRD Climate
Organizational Structure
An organization s structure is actually a snapshot of a work process frozen in time so that it
can be viewed If the structure and the role is not clear people will not know what the work
process is who is responsible for what whom to go for help and decision and who can assist
in problems that may arise
15 | P a g e
Organizational Culture
Organizational culture is the pattern of beliefs knowledge attitudes and customs that exists
within an organization Organizational culture can be supportive or unsupportive positive or
negative
HR Processes
The HR system of an organization should be comprehensive enough to take care of
employees from the time they join till the time they leave from recruitment to retirement
whole process should be according to employees
An organizationrsquos success is determined as much by the skill and motivation of
its members as by almost any other factor While this has always been true recent changes
focus attention on ways human resources The fancy word for people The human
resources department within an organization years ago known as the personnel
department manages the administrative aspects of the employees development activities
can be used to ensure organizations have what it takes to successfully meet the challenges
Human Resource Development (HRD) is a process by which the employees of an
organization are helped in a continuous planned way acquire or sharpen capabilities required
to perform various functions associated with their present or expected future roles develop
their general cap-abilities as individuals and discover and exploit their potentials for their
own andor organizational development purposes and develop an organizational culture in
which supervisor-subordinate relationships teamwork (product software tool) Teamwork
- A SASD tool from Sterling Software formerly CADRE Technologies which supports the
ShlaerMellor Object-Oriented method and the Yourdon-DeMarco Hatley-Pirbhai
16 | P a g e
Constantine and Buhr notations and collaboration Working together on a project See
collaborative software among sub-units are strong and contribute to the professional well
being motivation and pride of employees HRD climate is characterized trv
charactermiddotized charactermiddotizmiddoting charactermiddotizmiddotes1 To describe the qualities or
peculiarities of 2 by the tendencies such as treating employees as the most important
resources perceiving that developing employees is the job of every manager believing in the
capability of employees communicating openly encouraging risk taking and
experimentation making efforts to help employees recognize their strengths and weaknesses
creating a general climate of trust collaboration and autonomy supportive personnel policies
and supportive HRD practices An optimal level of development climate is essential for
facilitating HRD activities (Rao amp Abraham 1986) The top management subscribing to these
values is a starting point Noun 1 starting point - earliest limiting pointterminus a quo
commencement get-go offset outset showtime starting time beginning start kickoff
first - the time at which something is supposed to begin they got an early start she knew
from the When a critical mass internalized these values there emerges a conducive adj
Tending to cause or bring about contributive See Synonyms at favorable climate for
HRD This positive HRD climate renders the existing systems more effective and makes the
organizations more receptive remiddotcepmiddottive () capable of receiving or of responding to a
stimulus to the introduction of relevant additional system (Athreya 1988) A healthy
HRD climate certainly bolsters the overall internal environment of the organization fosters
employee commitment
17 | P a g e
Centre for HRD Developed a 38-item HRD climate questionnaire to survey the extent to
which development climate exists in organizations Using this instrument the first survey of
HRD climate in Indian organizations was carried out by Rao and Abraham (1986) They
found that the general HRD climate in the organizations appears to be at an average level
(54) The most important factor contributing to this seems to be a general indifference
Antoinette Marie(1755ndash1793) queen of France to whom is attributed this statement on the
solution to bread famine ldquoLet them eat cakerdquo [Fr Hist on the part of the employees on
their own development In another study Abraham (1989) observed that HRD climate is a
powerful intervening variable An intervening variable is a hypothetical concept that
attempts to explain relationships between variables and especially the relationships between
independent variables and dependent variables in translating HRD practices into profit
Venkateswaran (1997) found that to a large extent a favorable HRD climate was prevalent
in a public sector undertaking in India Srimannarayana (2001) identified below average level
of HRD climate in a software organization in India However Agarwala (2002) found that
the HRD climate was significantly more developmental in IT industry when compared to the
automobile industry the business of producing and selling self-powered vehicles including
passenger cars trucks farm equipment and other commercial vehicles Mishra amp
Bhardwaj (2002) concluded that the HRD climate in a private sector undertaking in India was
good Rodriguess (2004) study in the engineering institutes in India found the HRD climate
highly satisfactory Srimannarayana (2007) found that a moderate HRD climate was
prevailing in Dubai organizations Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
18 | P a g e
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
perform of personnel function like recruitment selection training amp development labor
activity motivation welfare etc it also helps to keep a smooth relationship between
employers amp employees If we need to find a way to develop employees in order to become
effective contributors to the goals of an organization we need to have a clear view of what an
effective contribution would look like The use of personal capacities can be very helpful in
describing the way in which an effective employee should operate and behave but there can
be no general prescription of an effective employee Effectiveness will differ with
organizational context and on whose perspective we are adopting The matter of what
finally makes an effective employee is a combination of personality natural capabilities
developed skills experience and learning The process of enhancing an employeersquos present
and future effectiveness is called development If we need to find a way to develop
employees in order to become effective contributors to the goals of an organization we need
to have a clear view of what an effective contribution would look like The use of personal
capacities can be very helpful in describing the way in which an effective employee should
operate and behave but there can be no general prescription of an effective employee
Effectiveness will differ with organizational context and on whose perspective we are
adopting The matter of what finally makes an effective employee is a combination of
personality natural capabilities developed skills experience and learning
Meaning of HR+ D+ Climate
HR means employees in organization who work to increase the profit for organization
Development it is acquisition of capabilities that are needed to do the present job or the
future expected job After analyzing Human Resource and Development we can simply
stated that HRD is the process of helping people to acquire competencies
Climate this is an overall feeling that is conveyed by the physical layout the way employees
5 | P a g e
interact and the way members of the organization conduct themselves with outsiders
ldquoOrganizational climate is a set of characteristics of an organization which are referred in the
descriptions employees make of the policies practices and conditions which exist in the
environmentrdquo An organization became dynamic and growth oriented if their people are
dynamic and pro-active Through proper selection of people and by nurturing their dynamism
and other competencies an organization can make their people dynamic and pro-active To
survive it is very essential for an organization to adopt the change in the environment and
also continuously prepare their employees to meet the challenges this will have a positive
impact On the organization what is needed to Develop Organizational Climate in
Organization Human resources climate refers to a set of measurable properties of the work
Environment that are perceived by the people who live and work in it and that influence
their motivation and behavior Human resources climate description that have been
determined to significantly impact an organizations profitability and productivity are
flexibility responsibility standards rewards clarity and team commitment At individual
employee level the concept is human resources climate which is formed by individual
perceptions are often aggregated or collected for analysis and understanding at the team or
group level or the divisional functional or overall organizational level As stated above it is
not possible to completely separate the human resources climate system from overall
organizational climate In the present study the human resources climate is considered as part
of organizational climate There are several approaches to the defining the concept of human
resources climate However there are two related difficulties in defining the human resources
climate The first difficulty is how to define climate and second is how to measure it
effectively on different levels of analysis The success of an organization is equally
determined by the skill and motivation of its members as by any other factor This fact that
memberrsquos motivation and skill is most important in success is well-known in the literature on
6 | P a g e
Management However recently focused has been changed to the way human resources
practices and activities can be used to ensure organizations successfully meet the challenges
One of the most important functions of human resources system is to create and develop
organizational culture in which supervisor-subordinate relationships teamwork and
collaboration are some of the features which help and contribute to the professional well
being motivation and pride of employees
Human resources climate consists of many aspects of culture and behaviors of seniors in the
organization and depends on the way employees the most important resources are treated in
the organization Opportunity for employee development trust in the capability of
employees open communication encouragement for experimentation and taking up
challenges and risks associated with it Helping the employees to identify their strengths and
weaknesses in turn creating a general climate of confidence and trust collaboration and
autonomy coupled with supportive human resources policies and practices If the
organizations have to create good human resources climate there are certain pre-requisites in
form of an organizational culture Once the organizations are helped to build such human
resources culture it will ultimately helps in creating a congenial and healthy human resources
climate Pareek (1999) developed an instrument to measure organizational climate As
mentioned above organizational culture is the broader framework under which
organizational climate and human resources climate is developed If the organization
understands the way to build an excellent human resources culture the same can be easily
translated in human resources climate
7 | P a g e
According to Pareek (1999) the human resources culture should have
Following characteristics
It should be a learning culture
The culture should facilitate the identification of new competencies of people on a
continuous basis
The culture should facilitate bringing out the hidden talents and utilize the potentials
of people
It should help in developing new competencies
The culture of the organization should have in built in motivational value
Employees should take initiatives and work on their own
The culture should enable people to take initiative and experiment Initiative and
experimentations are very important for development They enable
Individuals teams and organizations to discover new potential in them
The culture should bring joy and satisfaction in work Once the employees enjoy
their work it will result in overall good work culture Relationships are important
have an enabling capability
It should improve creativity and the problem solving abilities of people
It should create team spirit and high morale
The culture should enhance the action orientation in the total organization
Members should take initiatives
According to him such a culture can be termed as OCTAPACE which is an acronym for
openness collaboration trust and trustworthiness authenticity probation autonomy
confrontation and experimentation
8 | P a g e
a) Openness ndash is considered where people feel free to express their ideas opinions and
feelings to each other irrespective of their level designation etc The comparative openness in
the system influences the design of Human resources systems Organizations can be termed
as either completely open to completely close It is not possible to find an organization at the
two extreme ends The organizations tend to be towards one or the other end The amount of
openness of the organization will be an important factor in determining the nature of the
various dimensions of Human resources systems
b) Collaboration ndash is the culture in which people are keen to help each other They are ready
to put their interest in the background for the larger interest of the organization Team spirit
is the key and people are directed by the broad organizational objectives than the individual
interest People are willing to help each other in order to achieve the organizational goals
Organizations interests are above all and individual or departmental loyalties take the back
Seat There are no interdepartmental or inter-personal conflicts and the spirit of co-operation
and collaboration is present
c) Trust and trustworthiness it is a situation in which there is mutual trust and respect for
each other Members work in an informal atmosphere by having full faith and trust The
members are self disciplined hence there is no need for any supervisory control or
monitoring The people respect and value each other To create a culture of mutual trust it is
essential to have a culture of trust worthiness in which the members have proven themselves
to over a period of time If every members of the organization becomes trustworthy and is
reliable mutual trust gets built up automatically
9 | P a g e
d) Authenticity ndash is the value underlying trust It is the willingness of a person to
acknowledge the feelings he she has and accept himself herself as well as other who relate
to himher as persons Authenticity is speaking the truth without any fear and keeping the
promises made It is higher than the trust or trustworthiness The members commit and meet
the commitments without giving false promises The members always commit and deliver as
per commitment
e) Proactive ndash being a proactive culture means taking initiatives and explore the alternatives
well in advance Instead of reacting to any particular situation planning is done in order to
take care of eventualities and anticipated situations This culture encourages the members to
take initiatives for new activities new processes This can be in all the areas of for overall
process efficiency Like wok processes reduction in cost quality improvement and other
areas in which improvement can be done
f) Autonomy ndash This culture of autonomy is when members enjoy a great degree for freedom
in their activities They are the decision makers in their areas Autonomy is very important to
bring out the best in areas where individuals need freedom to work the way they want to
work It is very relevant in creating academic excellence knowledge industry information
technology research and development etc
g) Confrontation ndash This term is used in relation to a culture of facing problems upfront In
this culture the problem is put in front rather than the back to escaping the problems A better
term would be confrontation exploration that implies facing a problem and working jointly
with other concerned to find its solution If an organization encourages people to recognize a
problem bring it to people concerned explore with them to understand and search possible
10 | P a g e
ways of dealing with it Members confront the problems as areas needing improvement rather
than finding fault with anybody This culture helps in building problem solving abilities of
the organizations
h) Experimentation ndash helps in build a culture in which the members of the organization try
out new experiments on their own and take decisions with respect of conducting the
experiments The culture of experimentation manifests the risk taking aspect of the
organization This developing newer ideas and simplifies things There is an emphasis on
value creation and importance is given to innovating and trying out new ways of dealing with
problems in the organization When you have openness members can express their opinion
easily Similarly when one is provided with autonomy and collaboration happens naturally
Trust and authenticity go together Proactive and experimentation go together These four
pairs are the four foundation of human resources culture In order to understand the role of
human resources climate and its impact on the organizations some past studies on the subject
are examined below Few studies listed below use the term human resources development
climate The present study considers human resources development as a component of human
resources system hence these studies are also listed Rao and Abraham (1986) carried out
first survey by using this instrument to measure the Human resources development climate in
Indian organizations They found that the general Human resources development climate in
the organizations appears to be at an average level (54) The most important factor
contributing to this seems to be a general indifference on the part of the employees on their
own development Rajendran (1987) reported significant correlation between organizational
Climate and job satisfaction in a public sector industry in Tamil Nadu India Sharma (1987)
examined the effects of organizational climate on job satisfaction sense of participation role
stress and alienation in private sector and public sector and found that the private sector and
11 | P a g e
the public sector varied significantly on the dominant climates and there was significant
correlation between the climate variable and role stress variables Abraham (1989) observed
that Human Resources Development climate is a powerful intervening variable in translating
Human resources development practices into profit Abraham (1989) conducted a study
which revealed the linkage between the Human resources development climate and
organizational performance in financial terms Even if the climate does not show any direct
linkages at a given point of time logically it makes sense to have a good human resources
climate for the benefit of the organization Srivastava (1994) studied a group of executives
and supervisors and reported that overall organizational climate is positively related with job
involvement and higher order needs (self esteem autonomy and self actualization) are
related with job involvement Hart Griffin et al (1996) has found that organizational climate
plays an important role and lack of proper organization climate model accounts for at least
16 single-day sick leave and 10 separation rates in one organization Venkateswaran
(1997) found that to a large extent a favorable Human resources development climate was
prevalent in a public sector undertaking in India Ali and Akhtar (1999) explored the effect of
organizational climate on job satisfaction and they reported that those who scored high on
organizational climate also differed significantly on job satisfaction scale Rose Dennis and
colleagues (2001-2004) conducted a number of studies and they found a very strong link
between Organizational Climate and employee reactions such as stress levels absenteeism
and commitment and participation Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
stimulated the learning orientation of the employees Saraswathi (2010) conducted a study on
Human resources development climate in software and manufacturing organizations The
study was aimed at assessing the extent of developmental climate prevailing in manufacturing
and software organizations in India and also comparative analysis The study revealed that
12 | P a g e
the three variables general climate HRD mechanisms and OCTAPACE culture are better in
software organizations compared to manufacturing The findings indicate significant
difference in the development climate prevailing in software and manufacturing
organizations Lather et al (2010) conducted a study on organization culture in selected
organizations in the manufacturing sector in the NCR The objective of the study was to
compare the organizational culture of the selected companies in the manufacturing sector and
to identify and measure the perceived organizational culture and its various dimensions The
result shows that the executives and non-executives perceive the culture differently
THE FACTORS REQUIRED FOR GOOD HRD CLIMATE
TOP TO BOTTOM EFFORT
MOTIVATOR ROLE OF MANAGER AND SUPERVISOR
FAITH UPON EMPLOYEES
FREEDOM OF EXPRESSION OF FEELINGS
FEEDBACK
DISCOURAGING STEREOTYPES AND FAVORITISM
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
workers have to work with dedication They should have realization that organization is their
organization
13 | P a g e
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeesrsquo effort too Nature of employees should be helping for management and for
its colleagues They should be always read to help to customers too
14 | P a g e
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Components of HRD Climate
Organizational Structure
An organization s structure is actually a snapshot of a work process frozen in time so that it
can be viewed If the structure and the role is not clear people will not know what the work
process is who is responsible for what whom to go for help and decision and who can assist
in problems that may arise
15 | P a g e
Organizational Culture
Organizational culture is the pattern of beliefs knowledge attitudes and customs that exists
within an organization Organizational culture can be supportive or unsupportive positive or
negative
HR Processes
The HR system of an organization should be comprehensive enough to take care of
employees from the time they join till the time they leave from recruitment to retirement
whole process should be according to employees
An organizationrsquos success is determined as much by the skill and motivation of
its members as by almost any other factor While this has always been true recent changes
focus attention on ways human resources The fancy word for people The human
resources department within an organization years ago known as the personnel
department manages the administrative aspects of the employees development activities
can be used to ensure organizations have what it takes to successfully meet the challenges
Human Resource Development (HRD) is a process by which the employees of an
organization are helped in a continuous planned way acquire or sharpen capabilities required
to perform various functions associated with their present or expected future roles develop
their general cap-abilities as individuals and discover and exploit their potentials for their
own andor organizational development purposes and develop an organizational culture in
which supervisor-subordinate relationships teamwork (product software tool) Teamwork
- A SASD tool from Sterling Software formerly CADRE Technologies which supports the
ShlaerMellor Object-Oriented method and the Yourdon-DeMarco Hatley-Pirbhai
16 | P a g e
Constantine and Buhr notations and collaboration Working together on a project See
collaborative software among sub-units are strong and contribute to the professional well
being motivation and pride of employees HRD climate is characterized trv
charactermiddotized charactermiddotizmiddoting charactermiddotizmiddotes1 To describe the qualities or
peculiarities of 2 by the tendencies such as treating employees as the most important
resources perceiving that developing employees is the job of every manager believing in the
capability of employees communicating openly encouraging risk taking and
experimentation making efforts to help employees recognize their strengths and weaknesses
creating a general climate of trust collaboration and autonomy supportive personnel policies
and supportive HRD practices An optimal level of development climate is essential for
facilitating HRD activities (Rao amp Abraham 1986) The top management subscribing to these
values is a starting point Noun 1 starting point - earliest limiting pointterminus a quo
commencement get-go offset outset showtime starting time beginning start kickoff
first - the time at which something is supposed to begin they got an early start she knew
from the When a critical mass internalized these values there emerges a conducive adj
Tending to cause or bring about contributive See Synonyms at favorable climate for
HRD This positive HRD climate renders the existing systems more effective and makes the
organizations more receptive remiddotcepmiddottive () capable of receiving or of responding to a
stimulus to the introduction of relevant additional system (Athreya 1988) A healthy
HRD climate certainly bolsters the overall internal environment of the organization fosters
employee commitment
17 | P a g e
Centre for HRD Developed a 38-item HRD climate questionnaire to survey the extent to
which development climate exists in organizations Using this instrument the first survey of
HRD climate in Indian organizations was carried out by Rao and Abraham (1986) They
found that the general HRD climate in the organizations appears to be at an average level
(54) The most important factor contributing to this seems to be a general indifference
Antoinette Marie(1755ndash1793) queen of France to whom is attributed this statement on the
solution to bread famine ldquoLet them eat cakerdquo [Fr Hist on the part of the employees on
their own development In another study Abraham (1989) observed that HRD climate is a
powerful intervening variable An intervening variable is a hypothetical concept that
attempts to explain relationships between variables and especially the relationships between
independent variables and dependent variables in translating HRD practices into profit
Venkateswaran (1997) found that to a large extent a favorable HRD climate was prevalent
in a public sector undertaking in India Srimannarayana (2001) identified below average level
of HRD climate in a software organization in India However Agarwala (2002) found that
the HRD climate was significantly more developmental in IT industry when compared to the
automobile industry the business of producing and selling self-powered vehicles including
passenger cars trucks farm equipment and other commercial vehicles Mishra amp
Bhardwaj (2002) concluded that the HRD climate in a private sector undertaking in India was
good Rodriguess (2004) study in the engineering institutes in India found the HRD climate
highly satisfactory Srimannarayana (2007) found that a moderate HRD climate was
prevailing in Dubai organizations Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
18 | P a g e
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
interact and the way members of the organization conduct themselves with outsiders
ldquoOrganizational climate is a set of characteristics of an organization which are referred in the
descriptions employees make of the policies practices and conditions which exist in the
environmentrdquo An organization became dynamic and growth oriented if their people are
dynamic and pro-active Through proper selection of people and by nurturing their dynamism
and other competencies an organization can make their people dynamic and pro-active To
survive it is very essential for an organization to adopt the change in the environment and
also continuously prepare their employees to meet the challenges this will have a positive
impact On the organization what is needed to Develop Organizational Climate in
Organization Human resources climate refers to a set of measurable properties of the work
Environment that are perceived by the people who live and work in it and that influence
their motivation and behavior Human resources climate description that have been
determined to significantly impact an organizations profitability and productivity are
flexibility responsibility standards rewards clarity and team commitment At individual
employee level the concept is human resources climate which is formed by individual
perceptions are often aggregated or collected for analysis and understanding at the team or
group level or the divisional functional or overall organizational level As stated above it is
not possible to completely separate the human resources climate system from overall
organizational climate In the present study the human resources climate is considered as part
of organizational climate There are several approaches to the defining the concept of human
resources climate However there are two related difficulties in defining the human resources
climate The first difficulty is how to define climate and second is how to measure it
effectively on different levels of analysis The success of an organization is equally
determined by the skill and motivation of its members as by any other factor This fact that
memberrsquos motivation and skill is most important in success is well-known in the literature on
6 | P a g e
Management However recently focused has been changed to the way human resources
practices and activities can be used to ensure organizations successfully meet the challenges
One of the most important functions of human resources system is to create and develop
organizational culture in which supervisor-subordinate relationships teamwork and
collaboration are some of the features which help and contribute to the professional well
being motivation and pride of employees
Human resources climate consists of many aspects of culture and behaviors of seniors in the
organization and depends on the way employees the most important resources are treated in
the organization Opportunity for employee development trust in the capability of
employees open communication encouragement for experimentation and taking up
challenges and risks associated with it Helping the employees to identify their strengths and
weaknesses in turn creating a general climate of confidence and trust collaboration and
autonomy coupled with supportive human resources policies and practices If the
organizations have to create good human resources climate there are certain pre-requisites in
form of an organizational culture Once the organizations are helped to build such human
resources culture it will ultimately helps in creating a congenial and healthy human resources
climate Pareek (1999) developed an instrument to measure organizational climate As
mentioned above organizational culture is the broader framework under which
organizational climate and human resources climate is developed If the organization
understands the way to build an excellent human resources culture the same can be easily
translated in human resources climate
7 | P a g e
According to Pareek (1999) the human resources culture should have
Following characteristics
It should be a learning culture
The culture should facilitate the identification of new competencies of people on a
continuous basis
The culture should facilitate bringing out the hidden talents and utilize the potentials
of people
It should help in developing new competencies
The culture of the organization should have in built in motivational value
Employees should take initiatives and work on their own
The culture should enable people to take initiative and experiment Initiative and
experimentations are very important for development They enable
Individuals teams and organizations to discover new potential in them
The culture should bring joy and satisfaction in work Once the employees enjoy
their work it will result in overall good work culture Relationships are important
have an enabling capability
It should improve creativity and the problem solving abilities of people
It should create team spirit and high morale
The culture should enhance the action orientation in the total organization
Members should take initiatives
According to him such a culture can be termed as OCTAPACE which is an acronym for
openness collaboration trust and trustworthiness authenticity probation autonomy
confrontation and experimentation
8 | P a g e
a) Openness ndash is considered where people feel free to express their ideas opinions and
feelings to each other irrespective of their level designation etc The comparative openness in
the system influences the design of Human resources systems Organizations can be termed
as either completely open to completely close It is not possible to find an organization at the
two extreme ends The organizations tend to be towards one or the other end The amount of
openness of the organization will be an important factor in determining the nature of the
various dimensions of Human resources systems
b) Collaboration ndash is the culture in which people are keen to help each other They are ready
to put their interest in the background for the larger interest of the organization Team spirit
is the key and people are directed by the broad organizational objectives than the individual
interest People are willing to help each other in order to achieve the organizational goals
Organizations interests are above all and individual or departmental loyalties take the back
Seat There are no interdepartmental or inter-personal conflicts and the spirit of co-operation
and collaboration is present
c) Trust and trustworthiness it is a situation in which there is mutual trust and respect for
each other Members work in an informal atmosphere by having full faith and trust The
members are self disciplined hence there is no need for any supervisory control or
monitoring The people respect and value each other To create a culture of mutual trust it is
essential to have a culture of trust worthiness in which the members have proven themselves
to over a period of time If every members of the organization becomes trustworthy and is
reliable mutual trust gets built up automatically
9 | P a g e
d) Authenticity ndash is the value underlying trust It is the willingness of a person to
acknowledge the feelings he she has and accept himself herself as well as other who relate
to himher as persons Authenticity is speaking the truth without any fear and keeping the
promises made It is higher than the trust or trustworthiness The members commit and meet
the commitments without giving false promises The members always commit and deliver as
per commitment
e) Proactive ndash being a proactive culture means taking initiatives and explore the alternatives
well in advance Instead of reacting to any particular situation planning is done in order to
take care of eventualities and anticipated situations This culture encourages the members to
take initiatives for new activities new processes This can be in all the areas of for overall
process efficiency Like wok processes reduction in cost quality improvement and other
areas in which improvement can be done
f) Autonomy ndash This culture of autonomy is when members enjoy a great degree for freedom
in their activities They are the decision makers in their areas Autonomy is very important to
bring out the best in areas where individuals need freedom to work the way they want to
work It is very relevant in creating academic excellence knowledge industry information
technology research and development etc
g) Confrontation ndash This term is used in relation to a culture of facing problems upfront In
this culture the problem is put in front rather than the back to escaping the problems A better
term would be confrontation exploration that implies facing a problem and working jointly
with other concerned to find its solution If an organization encourages people to recognize a
problem bring it to people concerned explore with them to understand and search possible
10 | P a g e
ways of dealing with it Members confront the problems as areas needing improvement rather
than finding fault with anybody This culture helps in building problem solving abilities of
the organizations
h) Experimentation ndash helps in build a culture in which the members of the organization try
out new experiments on their own and take decisions with respect of conducting the
experiments The culture of experimentation manifests the risk taking aspect of the
organization This developing newer ideas and simplifies things There is an emphasis on
value creation and importance is given to innovating and trying out new ways of dealing with
problems in the organization When you have openness members can express their opinion
easily Similarly when one is provided with autonomy and collaboration happens naturally
Trust and authenticity go together Proactive and experimentation go together These four
pairs are the four foundation of human resources culture In order to understand the role of
human resources climate and its impact on the organizations some past studies on the subject
are examined below Few studies listed below use the term human resources development
climate The present study considers human resources development as a component of human
resources system hence these studies are also listed Rao and Abraham (1986) carried out
first survey by using this instrument to measure the Human resources development climate in
Indian organizations They found that the general Human resources development climate in
the organizations appears to be at an average level (54) The most important factor
contributing to this seems to be a general indifference on the part of the employees on their
own development Rajendran (1987) reported significant correlation between organizational
Climate and job satisfaction in a public sector industry in Tamil Nadu India Sharma (1987)
examined the effects of organizational climate on job satisfaction sense of participation role
stress and alienation in private sector and public sector and found that the private sector and
11 | P a g e
the public sector varied significantly on the dominant climates and there was significant
correlation between the climate variable and role stress variables Abraham (1989) observed
that Human Resources Development climate is a powerful intervening variable in translating
Human resources development practices into profit Abraham (1989) conducted a study
which revealed the linkage between the Human resources development climate and
organizational performance in financial terms Even if the climate does not show any direct
linkages at a given point of time logically it makes sense to have a good human resources
climate for the benefit of the organization Srivastava (1994) studied a group of executives
and supervisors and reported that overall organizational climate is positively related with job
involvement and higher order needs (self esteem autonomy and self actualization) are
related with job involvement Hart Griffin et al (1996) has found that organizational climate
plays an important role and lack of proper organization climate model accounts for at least
16 single-day sick leave and 10 separation rates in one organization Venkateswaran
(1997) found that to a large extent a favorable Human resources development climate was
prevalent in a public sector undertaking in India Ali and Akhtar (1999) explored the effect of
organizational climate on job satisfaction and they reported that those who scored high on
organizational climate also differed significantly on job satisfaction scale Rose Dennis and
colleagues (2001-2004) conducted a number of studies and they found a very strong link
between Organizational Climate and employee reactions such as stress levels absenteeism
and commitment and participation Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
stimulated the learning orientation of the employees Saraswathi (2010) conducted a study on
Human resources development climate in software and manufacturing organizations The
study was aimed at assessing the extent of developmental climate prevailing in manufacturing
and software organizations in India and also comparative analysis The study revealed that
12 | P a g e
the three variables general climate HRD mechanisms and OCTAPACE culture are better in
software organizations compared to manufacturing The findings indicate significant
difference in the development climate prevailing in software and manufacturing
organizations Lather et al (2010) conducted a study on organization culture in selected
organizations in the manufacturing sector in the NCR The objective of the study was to
compare the organizational culture of the selected companies in the manufacturing sector and
to identify and measure the perceived organizational culture and its various dimensions The
result shows that the executives and non-executives perceive the culture differently
THE FACTORS REQUIRED FOR GOOD HRD CLIMATE
TOP TO BOTTOM EFFORT
MOTIVATOR ROLE OF MANAGER AND SUPERVISOR
FAITH UPON EMPLOYEES
FREEDOM OF EXPRESSION OF FEELINGS
FEEDBACK
DISCOURAGING STEREOTYPES AND FAVORITISM
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
workers have to work with dedication They should have realization that organization is their
organization
13 | P a g e
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeesrsquo effort too Nature of employees should be helping for management and for
its colleagues They should be always read to help to customers too
14 | P a g e
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Components of HRD Climate
Organizational Structure
An organization s structure is actually a snapshot of a work process frozen in time so that it
can be viewed If the structure and the role is not clear people will not know what the work
process is who is responsible for what whom to go for help and decision and who can assist
in problems that may arise
15 | P a g e
Organizational Culture
Organizational culture is the pattern of beliefs knowledge attitudes and customs that exists
within an organization Organizational culture can be supportive or unsupportive positive or
negative
HR Processes
The HR system of an organization should be comprehensive enough to take care of
employees from the time they join till the time they leave from recruitment to retirement
whole process should be according to employees
An organizationrsquos success is determined as much by the skill and motivation of
its members as by almost any other factor While this has always been true recent changes
focus attention on ways human resources The fancy word for people The human
resources department within an organization years ago known as the personnel
department manages the administrative aspects of the employees development activities
can be used to ensure organizations have what it takes to successfully meet the challenges
Human Resource Development (HRD) is a process by which the employees of an
organization are helped in a continuous planned way acquire or sharpen capabilities required
to perform various functions associated with their present or expected future roles develop
their general cap-abilities as individuals and discover and exploit their potentials for their
own andor organizational development purposes and develop an organizational culture in
which supervisor-subordinate relationships teamwork (product software tool) Teamwork
- A SASD tool from Sterling Software formerly CADRE Technologies which supports the
ShlaerMellor Object-Oriented method and the Yourdon-DeMarco Hatley-Pirbhai
16 | P a g e
Constantine and Buhr notations and collaboration Working together on a project See
collaborative software among sub-units are strong and contribute to the professional well
being motivation and pride of employees HRD climate is characterized trv
charactermiddotized charactermiddotizmiddoting charactermiddotizmiddotes1 To describe the qualities or
peculiarities of 2 by the tendencies such as treating employees as the most important
resources perceiving that developing employees is the job of every manager believing in the
capability of employees communicating openly encouraging risk taking and
experimentation making efforts to help employees recognize their strengths and weaknesses
creating a general climate of trust collaboration and autonomy supportive personnel policies
and supportive HRD practices An optimal level of development climate is essential for
facilitating HRD activities (Rao amp Abraham 1986) The top management subscribing to these
values is a starting point Noun 1 starting point - earliest limiting pointterminus a quo
commencement get-go offset outset showtime starting time beginning start kickoff
first - the time at which something is supposed to begin they got an early start she knew
from the When a critical mass internalized these values there emerges a conducive adj
Tending to cause or bring about contributive See Synonyms at favorable climate for
HRD This positive HRD climate renders the existing systems more effective and makes the
organizations more receptive remiddotcepmiddottive () capable of receiving or of responding to a
stimulus to the introduction of relevant additional system (Athreya 1988) A healthy
HRD climate certainly bolsters the overall internal environment of the organization fosters
employee commitment
17 | P a g e
Centre for HRD Developed a 38-item HRD climate questionnaire to survey the extent to
which development climate exists in organizations Using this instrument the first survey of
HRD climate in Indian organizations was carried out by Rao and Abraham (1986) They
found that the general HRD climate in the organizations appears to be at an average level
(54) The most important factor contributing to this seems to be a general indifference
Antoinette Marie(1755ndash1793) queen of France to whom is attributed this statement on the
solution to bread famine ldquoLet them eat cakerdquo [Fr Hist on the part of the employees on
their own development In another study Abraham (1989) observed that HRD climate is a
powerful intervening variable An intervening variable is a hypothetical concept that
attempts to explain relationships between variables and especially the relationships between
independent variables and dependent variables in translating HRD practices into profit
Venkateswaran (1997) found that to a large extent a favorable HRD climate was prevalent
in a public sector undertaking in India Srimannarayana (2001) identified below average level
of HRD climate in a software organization in India However Agarwala (2002) found that
the HRD climate was significantly more developmental in IT industry when compared to the
automobile industry the business of producing and selling self-powered vehicles including
passenger cars trucks farm equipment and other commercial vehicles Mishra amp
Bhardwaj (2002) concluded that the HRD climate in a private sector undertaking in India was
good Rodriguess (2004) study in the engineering institutes in India found the HRD climate
highly satisfactory Srimannarayana (2007) found that a moderate HRD climate was
prevailing in Dubai organizations Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
18 | P a g e
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Management However recently focused has been changed to the way human resources
practices and activities can be used to ensure organizations successfully meet the challenges
One of the most important functions of human resources system is to create and develop
organizational culture in which supervisor-subordinate relationships teamwork and
collaboration are some of the features which help and contribute to the professional well
being motivation and pride of employees
Human resources climate consists of many aspects of culture and behaviors of seniors in the
organization and depends on the way employees the most important resources are treated in
the organization Opportunity for employee development trust in the capability of
employees open communication encouragement for experimentation and taking up
challenges and risks associated with it Helping the employees to identify their strengths and
weaknesses in turn creating a general climate of confidence and trust collaboration and
autonomy coupled with supportive human resources policies and practices If the
organizations have to create good human resources climate there are certain pre-requisites in
form of an organizational culture Once the organizations are helped to build such human
resources culture it will ultimately helps in creating a congenial and healthy human resources
climate Pareek (1999) developed an instrument to measure organizational climate As
mentioned above organizational culture is the broader framework under which
organizational climate and human resources climate is developed If the organization
understands the way to build an excellent human resources culture the same can be easily
translated in human resources climate
7 | P a g e
According to Pareek (1999) the human resources culture should have
Following characteristics
It should be a learning culture
The culture should facilitate the identification of new competencies of people on a
continuous basis
The culture should facilitate bringing out the hidden talents and utilize the potentials
of people
It should help in developing new competencies
The culture of the organization should have in built in motivational value
Employees should take initiatives and work on their own
The culture should enable people to take initiative and experiment Initiative and
experimentations are very important for development They enable
Individuals teams and organizations to discover new potential in them
The culture should bring joy and satisfaction in work Once the employees enjoy
their work it will result in overall good work culture Relationships are important
have an enabling capability
It should improve creativity and the problem solving abilities of people
It should create team spirit and high morale
The culture should enhance the action orientation in the total organization
Members should take initiatives
According to him such a culture can be termed as OCTAPACE which is an acronym for
openness collaboration trust and trustworthiness authenticity probation autonomy
confrontation and experimentation
8 | P a g e
a) Openness ndash is considered where people feel free to express their ideas opinions and
feelings to each other irrespective of their level designation etc The comparative openness in
the system influences the design of Human resources systems Organizations can be termed
as either completely open to completely close It is not possible to find an organization at the
two extreme ends The organizations tend to be towards one or the other end The amount of
openness of the organization will be an important factor in determining the nature of the
various dimensions of Human resources systems
b) Collaboration ndash is the culture in which people are keen to help each other They are ready
to put their interest in the background for the larger interest of the organization Team spirit
is the key and people are directed by the broad organizational objectives than the individual
interest People are willing to help each other in order to achieve the organizational goals
Organizations interests are above all and individual or departmental loyalties take the back
Seat There are no interdepartmental or inter-personal conflicts and the spirit of co-operation
and collaboration is present
c) Trust and trustworthiness it is a situation in which there is mutual trust and respect for
each other Members work in an informal atmosphere by having full faith and trust The
members are self disciplined hence there is no need for any supervisory control or
monitoring The people respect and value each other To create a culture of mutual trust it is
essential to have a culture of trust worthiness in which the members have proven themselves
to over a period of time If every members of the organization becomes trustworthy and is
reliable mutual trust gets built up automatically
9 | P a g e
d) Authenticity ndash is the value underlying trust It is the willingness of a person to
acknowledge the feelings he she has and accept himself herself as well as other who relate
to himher as persons Authenticity is speaking the truth without any fear and keeping the
promises made It is higher than the trust or trustworthiness The members commit and meet
the commitments without giving false promises The members always commit and deliver as
per commitment
e) Proactive ndash being a proactive culture means taking initiatives and explore the alternatives
well in advance Instead of reacting to any particular situation planning is done in order to
take care of eventualities and anticipated situations This culture encourages the members to
take initiatives for new activities new processes This can be in all the areas of for overall
process efficiency Like wok processes reduction in cost quality improvement and other
areas in which improvement can be done
f) Autonomy ndash This culture of autonomy is when members enjoy a great degree for freedom
in their activities They are the decision makers in their areas Autonomy is very important to
bring out the best in areas where individuals need freedom to work the way they want to
work It is very relevant in creating academic excellence knowledge industry information
technology research and development etc
g) Confrontation ndash This term is used in relation to a culture of facing problems upfront In
this culture the problem is put in front rather than the back to escaping the problems A better
term would be confrontation exploration that implies facing a problem and working jointly
with other concerned to find its solution If an organization encourages people to recognize a
problem bring it to people concerned explore with them to understand and search possible
10 | P a g e
ways of dealing with it Members confront the problems as areas needing improvement rather
than finding fault with anybody This culture helps in building problem solving abilities of
the organizations
h) Experimentation ndash helps in build a culture in which the members of the organization try
out new experiments on their own and take decisions with respect of conducting the
experiments The culture of experimentation manifests the risk taking aspect of the
organization This developing newer ideas and simplifies things There is an emphasis on
value creation and importance is given to innovating and trying out new ways of dealing with
problems in the organization When you have openness members can express their opinion
easily Similarly when one is provided with autonomy and collaboration happens naturally
Trust and authenticity go together Proactive and experimentation go together These four
pairs are the four foundation of human resources culture In order to understand the role of
human resources climate and its impact on the organizations some past studies on the subject
are examined below Few studies listed below use the term human resources development
climate The present study considers human resources development as a component of human
resources system hence these studies are also listed Rao and Abraham (1986) carried out
first survey by using this instrument to measure the Human resources development climate in
Indian organizations They found that the general Human resources development climate in
the organizations appears to be at an average level (54) The most important factor
contributing to this seems to be a general indifference on the part of the employees on their
own development Rajendran (1987) reported significant correlation between organizational
Climate and job satisfaction in a public sector industry in Tamil Nadu India Sharma (1987)
examined the effects of organizational climate on job satisfaction sense of participation role
stress and alienation in private sector and public sector and found that the private sector and
11 | P a g e
the public sector varied significantly on the dominant climates and there was significant
correlation between the climate variable and role stress variables Abraham (1989) observed
that Human Resources Development climate is a powerful intervening variable in translating
Human resources development practices into profit Abraham (1989) conducted a study
which revealed the linkage between the Human resources development climate and
organizational performance in financial terms Even if the climate does not show any direct
linkages at a given point of time logically it makes sense to have a good human resources
climate for the benefit of the organization Srivastava (1994) studied a group of executives
and supervisors and reported that overall organizational climate is positively related with job
involvement and higher order needs (self esteem autonomy and self actualization) are
related with job involvement Hart Griffin et al (1996) has found that organizational climate
plays an important role and lack of proper organization climate model accounts for at least
16 single-day sick leave and 10 separation rates in one organization Venkateswaran
(1997) found that to a large extent a favorable Human resources development climate was
prevalent in a public sector undertaking in India Ali and Akhtar (1999) explored the effect of
organizational climate on job satisfaction and they reported that those who scored high on
organizational climate also differed significantly on job satisfaction scale Rose Dennis and
colleagues (2001-2004) conducted a number of studies and they found a very strong link
between Organizational Climate and employee reactions such as stress levels absenteeism
and commitment and participation Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
stimulated the learning orientation of the employees Saraswathi (2010) conducted a study on
Human resources development climate in software and manufacturing organizations The
study was aimed at assessing the extent of developmental climate prevailing in manufacturing
and software organizations in India and also comparative analysis The study revealed that
12 | P a g e
the three variables general climate HRD mechanisms and OCTAPACE culture are better in
software organizations compared to manufacturing The findings indicate significant
difference in the development climate prevailing in software and manufacturing
organizations Lather et al (2010) conducted a study on organization culture in selected
organizations in the manufacturing sector in the NCR The objective of the study was to
compare the organizational culture of the selected companies in the manufacturing sector and
to identify and measure the perceived organizational culture and its various dimensions The
result shows that the executives and non-executives perceive the culture differently
THE FACTORS REQUIRED FOR GOOD HRD CLIMATE
TOP TO BOTTOM EFFORT
MOTIVATOR ROLE OF MANAGER AND SUPERVISOR
FAITH UPON EMPLOYEES
FREEDOM OF EXPRESSION OF FEELINGS
FEEDBACK
DISCOURAGING STEREOTYPES AND FAVORITISM
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
workers have to work with dedication They should have realization that organization is their
organization
13 | P a g e
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeesrsquo effort too Nature of employees should be helping for management and for
its colleagues They should be always read to help to customers too
14 | P a g e
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Components of HRD Climate
Organizational Structure
An organization s structure is actually a snapshot of a work process frozen in time so that it
can be viewed If the structure and the role is not clear people will not know what the work
process is who is responsible for what whom to go for help and decision and who can assist
in problems that may arise
15 | P a g e
Organizational Culture
Organizational culture is the pattern of beliefs knowledge attitudes and customs that exists
within an organization Organizational culture can be supportive or unsupportive positive or
negative
HR Processes
The HR system of an organization should be comprehensive enough to take care of
employees from the time they join till the time they leave from recruitment to retirement
whole process should be according to employees
An organizationrsquos success is determined as much by the skill and motivation of
its members as by almost any other factor While this has always been true recent changes
focus attention on ways human resources The fancy word for people The human
resources department within an organization years ago known as the personnel
department manages the administrative aspects of the employees development activities
can be used to ensure organizations have what it takes to successfully meet the challenges
Human Resource Development (HRD) is a process by which the employees of an
organization are helped in a continuous planned way acquire or sharpen capabilities required
to perform various functions associated with their present or expected future roles develop
their general cap-abilities as individuals and discover and exploit their potentials for their
own andor organizational development purposes and develop an organizational culture in
which supervisor-subordinate relationships teamwork (product software tool) Teamwork
- A SASD tool from Sterling Software formerly CADRE Technologies which supports the
ShlaerMellor Object-Oriented method and the Yourdon-DeMarco Hatley-Pirbhai
16 | P a g e
Constantine and Buhr notations and collaboration Working together on a project See
collaborative software among sub-units are strong and contribute to the professional well
being motivation and pride of employees HRD climate is characterized trv
charactermiddotized charactermiddotizmiddoting charactermiddotizmiddotes1 To describe the qualities or
peculiarities of 2 by the tendencies such as treating employees as the most important
resources perceiving that developing employees is the job of every manager believing in the
capability of employees communicating openly encouraging risk taking and
experimentation making efforts to help employees recognize their strengths and weaknesses
creating a general climate of trust collaboration and autonomy supportive personnel policies
and supportive HRD practices An optimal level of development climate is essential for
facilitating HRD activities (Rao amp Abraham 1986) The top management subscribing to these
values is a starting point Noun 1 starting point - earliest limiting pointterminus a quo
commencement get-go offset outset showtime starting time beginning start kickoff
first - the time at which something is supposed to begin they got an early start she knew
from the When a critical mass internalized these values there emerges a conducive adj
Tending to cause or bring about contributive See Synonyms at favorable climate for
HRD This positive HRD climate renders the existing systems more effective and makes the
organizations more receptive remiddotcepmiddottive () capable of receiving or of responding to a
stimulus to the introduction of relevant additional system (Athreya 1988) A healthy
HRD climate certainly bolsters the overall internal environment of the organization fosters
employee commitment
17 | P a g e
Centre for HRD Developed a 38-item HRD climate questionnaire to survey the extent to
which development climate exists in organizations Using this instrument the first survey of
HRD climate in Indian organizations was carried out by Rao and Abraham (1986) They
found that the general HRD climate in the organizations appears to be at an average level
(54) The most important factor contributing to this seems to be a general indifference
Antoinette Marie(1755ndash1793) queen of France to whom is attributed this statement on the
solution to bread famine ldquoLet them eat cakerdquo [Fr Hist on the part of the employees on
their own development In another study Abraham (1989) observed that HRD climate is a
powerful intervening variable An intervening variable is a hypothetical concept that
attempts to explain relationships between variables and especially the relationships between
independent variables and dependent variables in translating HRD practices into profit
Venkateswaran (1997) found that to a large extent a favorable HRD climate was prevalent
in a public sector undertaking in India Srimannarayana (2001) identified below average level
of HRD climate in a software organization in India However Agarwala (2002) found that
the HRD climate was significantly more developmental in IT industry when compared to the
automobile industry the business of producing and selling self-powered vehicles including
passenger cars trucks farm equipment and other commercial vehicles Mishra amp
Bhardwaj (2002) concluded that the HRD climate in a private sector undertaking in India was
good Rodriguess (2004) study in the engineering institutes in India found the HRD climate
highly satisfactory Srimannarayana (2007) found that a moderate HRD climate was
prevailing in Dubai organizations Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
18 | P a g e
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
According to Pareek (1999) the human resources culture should have
Following characteristics
It should be a learning culture
The culture should facilitate the identification of new competencies of people on a
continuous basis
The culture should facilitate bringing out the hidden talents and utilize the potentials
of people
It should help in developing new competencies
The culture of the organization should have in built in motivational value
Employees should take initiatives and work on their own
The culture should enable people to take initiative and experiment Initiative and
experimentations are very important for development They enable
Individuals teams and organizations to discover new potential in them
The culture should bring joy and satisfaction in work Once the employees enjoy
their work it will result in overall good work culture Relationships are important
have an enabling capability
It should improve creativity and the problem solving abilities of people
It should create team spirit and high morale
The culture should enhance the action orientation in the total organization
Members should take initiatives
According to him such a culture can be termed as OCTAPACE which is an acronym for
openness collaboration trust and trustworthiness authenticity probation autonomy
confrontation and experimentation
8 | P a g e
a) Openness ndash is considered where people feel free to express their ideas opinions and
feelings to each other irrespective of their level designation etc The comparative openness in
the system influences the design of Human resources systems Organizations can be termed
as either completely open to completely close It is not possible to find an organization at the
two extreme ends The organizations tend to be towards one or the other end The amount of
openness of the organization will be an important factor in determining the nature of the
various dimensions of Human resources systems
b) Collaboration ndash is the culture in which people are keen to help each other They are ready
to put their interest in the background for the larger interest of the organization Team spirit
is the key and people are directed by the broad organizational objectives than the individual
interest People are willing to help each other in order to achieve the organizational goals
Organizations interests are above all and individual or departmental loyalties take the back
Seat There are no interdepartmental or inter-personal conflicts and the spirit of co-operation
and collaboration is present
c) Trust and trustworthiness it is a situation in which there is mutual trust and respect for
each other Members work in an informal atmosphere by having full faith and trust The
members are self disciplined hence there is no need for any supervisory control or
monitoring The people respect and value each other To create a culture of mutual trust it is
essential to have a culture of trust worthiness in which the members have proven themselves
to over a period of time If every members of the organization becomes trustworthy and is
reliable mutual trust gets built up automatically
9 | P a g e
d) Authenticity ndash is the value underlying trust It is the willingness of a person to
acknowledge the feelings he she has and accept himself herself as well as other who relate
to himher as persons Authenticity is speaking the truth without any fear and keeping the
promises made It is higher than the trust or trustworthiness The members commit and meet
the commitments without giving false promises The members always commit and deliver as
per commitment
e) Proactive ndash being a proactive culture means taking initiatives and explore the alternatives
well in advance Instead of reacting to any particular situation planning is done in order to
take care of eventualities and anticipated situations This culture encourages the members to
take initiatives for new activities new processes This can be in all the areas of for overall
process efficiency Like wok processes reduction in cost quality improvement and other
areas in which improvement can be done
f) Autonomy ndash This culture of autonomy is when members enjoy a great degree for freedom
in their activities They are the decision makers in their areas Autonomy is very important to
bring out the best in areas where individuals need freedom to work the way they want to
work It is very relevant in creating academic excellence knowledge industry information
technology research and development etc
g) Confrontation ndash This term is used in relation to a culture of facing problems upfront In
this culture the problem is put in front rather than the back to escaping the problems A better
term would be confrontation exploration that implies facing a problem and working jointly
with other concerned to find its solution If an organization encourages people to recognize a
problem bring it to people concerned explore with them to understand and search possible
10 | P a g e
ways of dealing with it Members confront the problems as areas needing improvement rather
than finding fault with anybody This culture helps in building problem solving abilities of
the organizations
h) Experimentation ndash helps in build a culture in which the members of the organization try
out new experiments on their own and take decisions with respect of conducting the
experiments The culture of experimentation manifests the risk taking aspect of the
organization This developing newer ideas and simplifies things There is an emphasis on
value creation and importance is given to innovating and trying out new ways of dealing with
problems in the organization When you have openness members can express their opinion
easily Similarly when one is provided with autonomy and collaboration happens naturally
Trust and authenticity go together Proactive and experimentation go together These four
pairs are the four foundation of human resources culture In order to understand the role of
human resources climate and its impact on the organizations some past studies on the subject
are examined below Few studies listed below use the term human resources development
climate The present study considers human resources development as a component of human
resources system hence these studies are also listed Rao and Abraham (1986) carried out
first survey by using this instrument to measure the Human resources development climate in
Indian organizations They found that the general Human resources development climate in
the organizations appears to be at an average level (54) The most important factor
contributing to this seems to be a general indifference on the part of the employees on their
own development Rajendran (1987) reported significant correlation between organizational
Climate and job satisfaction in a public sector industry in Tamil Nadu India Sharma (1987)
examined the effects of organizational climate on job satisfaction sense of participation role
stress and alienation in private sector and public sector and found that the private sector and
11 | P a g e
the public sector varied significantly on the dominant climates and there was significant
correlation between the climate variable and role stress variables Abraham (1989) observed
that Human Resources Development climate is a powerful intervening variable in translating
Human resources development practices into profit Abraham (1989) conducted a study
which revealed the linkage between the Human resources development climate and
organizational performance in financial terms Even if the climate does not show any direct
linkages at a given point of time logically it makes sense to have a good human resources
climate for the benefit of the organization Srivastava (1994) studied a group of executives
and supervisors and reported that overall organizational climate is positively related with job
involvement and higher order needs (self esteem autonomy and self actualization) are
related with job involvement Hart Griffin et al (1996) has found that organizational climate
plays an important role and lack of proper organization climate model accounts for at least
16 single-day sick leave and 10 separation rates in one organization Venkateswaran
(1997) found that to a large extent a favorable Human resources development climate was
prevalent in a public sector undertaking in India Ali and Akhtar (1999) explored the effect of
organizational climate on job satisfaction and they reported that those who scored high on
organizational climate also differed significantly on job satisfaction scale Rose Dennis and
colleagues (2001-2004) conducted a number of studies and they found a very strong link
between Organizational Climate and employee reactions such as stress levels absenteeism
and commitment and participation Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
stimulated the learning orientation of the employees Saraswathi (2010) conducted a study on
Human resources development climate in software and manufacturing organizations The
study was aimed at assessing the extent of developmental climate prevailing in manufacturing
and software organizations in India and also comparative analysis The study revealed that
12 | P a g e
the three variables general climate HRD mechanisms and OCTAPACE culture are better in
software organizations compared to manufacturing The findings indicate significant
difference in the development climate prevailing in software and manufacturing
organizations Lather et al (2010) conducted a study on organization culture in selected
organizations in the manufacturing sector in the NCR The objective of the study was to
compare the organizational culture of the selected companies in the manufacturing sector and
to identify and measure the perceived organizational culture and its various dimensions The
result shows that the executives and non-executives perceive the culture differently
THE FACTORS REQUIRED FOR GOOD HRD CLIMATE
TOP TO BOTTOM EFFORT
MOTIVATOR ROLE OF MANAGER AND SUPERVISOR
FAITH UPON EMPLOYEES
FREEDOM OF EXPRESSION OF FEELINGS
FEEDBACK
DISCOURAGING STEREOTYPES AND FAVORITISM
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
workers have to work with dedication They should have realization that organization is their
organization
13 | P a g e
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeesrsquo effort too Nature of employees should be helping for management and for
its colleagues They should be always read to help to customers too
14 | P a g e
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Components of HRD Climate
Organizational Structure
An organization s structure is actually a snapshot of a work process frozen in time so that it
can be viewed If the structure and the role is not clear people will not know what the work
process is who is responsible for what whom to go for help and decision and who can assist
in problems that may arise
15 | P a g e
Organizational Culture
Organizational culture is the pattern of beliefs knowledge attitudes and customs that exists
within an organization Organizational culture can be supportive or unsupportive positive or
negative
HR Processes
The HR system of an organization should be comprehensive enough to take care of
employees from the time they join till the time they leave from recruitment to retirement
whole process should be according to employees
An organizationrsquos success is determined as much by the skill and motivation of
its members as by almost any other factor While this has always been true recent changes
focus attention on ways human resources The fancy word for people The human
resources department within an organization years ago known as the personnel
department manages the administrative aspects of the employees development activities
can be used to ensure organizations have what it takes to successfully meet the challenges
Human Resource Development (HRD) is a process by which the employees of an
organization are helped in a continuous planned way acquire or sharpen capabilities required
to perform various functions associated with their present or expected future roles develop
their general cap-abilities as individuals and discover and exploit their potentials for their
own andor organizational development purposes and develop an organizational culture in
which supervisor-subordinate relationships teamwork (product software tool) Teamwork
- A SASD tool from Sterling Software formerly CADRE Technologies which supports the
ShlaerMellor Object-Oriented method and the Yourdon-DeMarco Hatley-Pirbhai
16 | P a g e
Constantine and Buhr notations and collaboration Working together on a project See
collaborative software among sub-units are strong and contribute to the professional well
being motivation and pride of employees HRD climate is characterized trv
charactermiddotized charactermiddotizmiddoting charactermiddotizmiddotes1 To describe the qualities or
peculiarities of 2 by the tendencies such as treating employees as the most important
resources perceiving that developing employees is the job of every manager believing in the
capability of employees communicating openly encouraging risk taking and
experimentation making efforts to help employees recognize their strengths and weaknesses
creating a general climate of trust collaboration and autonomy supportive personnel policies
and supportive HRD practices An optimal level of development climate is essential for
facilitating HRD activities (Rao amp Abraham 1986) The top management subscribing to these
values is a starting point Noun 1 starting point - earliest limiting pointterminus a quo
commencement get-go offset outset showtime starting time beginning start kickoff
first - the time at which something is supposed to begin they got an early start she knew
from the When a critical mass internalized these values there emerges a conducive adj
Tending to cause or bring about contributive See Synonyms at favorable climate for
HRD This positive HRD climate renders the existing systems more effective and makes the
organizations more receptive remiddotcepmiddottive () capable of receiving or of responding to a
stimulus to the introduction of relevant additional system (Athreya 1988) A healthy
HRD climate certainly bolsters the overall internal environment of the organization fosters
employee commitment
17 | P a g e
Centre for HRD Developed a 38-item HRD climate questionnaire to survey the extent to
which development climate exists in organizations Using this instrument the first survey of
HRD climate in Indian organizations was carried out by Rao and Abraham (1986) They
found that the general HRD climate in the organizations appears to be at an average level
(54) The most important factor contributing to this seems to be a general indifference
Antoinette Marie(1755ndash1793) queen of France to whom is attributed this statement on the
solution to bread famine ldquoLet them eat cakerdquo [Fr Hist on the part of the employees on
their own development In another study Abraham (1989) observed that HRD climate is a
powerful intervening variable An intervening variable is a hypothetical concept that
attempts to explain relationships between variables and especially the relationships between
independent variables and dependent variables in translating HRD practices into profit
Venkateswaran (1997) found that to a large extent a favorable HRD climate was prevalent
in a public sector undertaking in India Srimannarayana (2001) identified below average level
of HRD climate in a software organization in India However Agarwala (2002) found that
the HRD climate was significantly more developmental in IT industry when compared to the
automobile industry the business of producing and selling self-powered vehicles including
passenger cars trucks farm equipment and other commercial vehicles Mishra amp
Bhardwaj (2002) concluded that the HRD climate in a private sector undertaking in India was
good Rodriguess (2004) study in the engineering institutes in India found the HRD climate
highly satisfactory Srimannarayana (2007) found that a moderate HRD climate was
prevailing in Dubai organizations Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
18 | P a g e
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
a) Openness ndash is considered where people feel free to express their ideas opinions and
feelings to each other irrespective of their level designation etc The comparative openness in
the system influences the design of Human resources systems Organizations can be termed
as either completely open to completely close It is not possible to find an organization at the
two extreme ends The organizations tend to be towards one or the other end The amount of
openness of the organization will be an important factor in determining the nature of the
various dimensions of Human resources systems
b) Collaboration ndash is the culture in which people are keen to help each other They are ready
to put their interest in the background for the larger interest of the organization Team spirit
is the key and people are directed by the broad organizational objectives than the individual
interest People are willing to help each other in order to achieve the organizational goals
Organizations interests are above all and individual or departmental loyalties take the back
Seat There are no interdepartmental or inter-personal conflicts and the spirit of co-operation
and collaboration is present
c) Trust and trustworthiness it is a situation in which there is mutual trust and respect for
each other Members work in an informal atmosphere by having full faith and trust The
members are self disciplined hence there is no need for any supervisory control or
monitoring The people respect and value each other To create a culture of mutual trust it is
essential to have a culture of trust worthiness in which the members have proven themselves
to over a period of time If every members of the organization becomes trustworthy and is
reliable mutual trust gets built up automatically
9 | P a g e
d) Authenticity ndash is the value underlying trust It is the willingness of a person to
acknowledge the feelings he she has and accept himself herself as well as other who relate
to himher as persons Authenticity is speaking the truth without any fear and keeping the
promises made It is higher than the trust or trustworthiness The members commit and meet
the commitments without giving false promises The members always commit and deliver as
per commitment
e) Proactive ndash being a proactive culture means taking initiatives and explore the alternatives
well in advance Instead of reacting to any particular situation planning is done in order to
take care of eventualities and anticipated situations This culture encourages the members to
take initiatives for new activities new processes This can be in all the areas of for overall
process efficiency Like wok processes reduction in cost quality improvement and other
areas in which improvement can be done
f) Autonomy ndash This culture of autonomy is when members enjoy a great degree for freedom
in their activities They are the decision makers in their areas Autonomy is very important to
bring out the best in areas where individuals need freedom to work the way they want to
work It is very relevant in creating academic excellence knowledge industry information
technology research and development etc
g) Confrontation ndash This term is used in relation to a culture of facing problems upfront In
this culture the problem is put in front rather than the back to escaping the problems A better
term would be confrontation exploration that implies facing a problem and working jointly
with other concerned to find its solution If an organization encourages people to recognize a
problem bring it to people concerned explore with them to understand and search possible
10 | P a g e
ways of dealing with it Members confront the problems as areas needing improvement rather
than finding fault with anybody This culture helps in building problem solving abilities of
the organizations
h) Experimentation ndash helps in build a culture in which the members of the organization try
out new experiments on their own and take decisions with respect of conducting the
experiments The culture of experimentation manifests the risk taking aspect of the
organization This developing newer ideas and simplifies things There is an emphasis on
value creation and importance is given to innovating and trying out new ways of dealing with
problems in the organization When you have openness members can express their opinion
easily Similarly when one is provided with autonomy and collaboration happens naturally
Trust and authenticity go together Proactive and experimentation go together These four
pairs are the four foundation of human resources culture In order to understand the role of
human resources climate and its impact on the organizations some past studies on the subject
are examined below Few studies listed below use the term human resources development
climate The present study considers human resources development as a component of human
resources system hence these studies are also listed Rao and Abraham (1986) carried out
first survey by using this instrument to measure the Human resources development climate in
Indian organizations They found that the general Human resources development climate in
the organizations appears to be at an average level (54) The most important factor
contributing to this seems to be a general indifference on the part of the employees on their
own development Rajendran (1987) reported significant correlation between organizational
Climate and job satisfaction in a public sector industry in Tamil Nadu India Sharma (1987)
examined the effects of organizational climate on job satisfaction sense of participation role
stress and alienation in private sector and public sector and found that the private sector and
11 | P a g e
the public sector varied significantly on the dominant climates and there was significant
correlation between the climate variable and role stress variables Abraham (1989) observed
that Human Resources Development climate is a powerful intervening variable in translating
Human resources development practices into profit Abraham (1989) conducted a study
which revealed the linkage between the Human resources development climate and
organizational performance in financial terms Even if the climate does not show any direct
linkages at a given point of time logically it makes sense to have a good human resources
climate for the benefit of the organization Srivastava (1994) studied a group of executives
and supervisors and reported that overall organizational climate is positively related with job
involvement and higher order needs (self esteem autonomy and self actualization) are
related with job involvement Hart Griffin et al (1996) has found that organizational climate
plays an important role and lack of proper organization climate model accounts for at least
16 single-day sick leave and 10 separation rates in one organization Venkateswaran
(1997) found that to a large extent a favorable Human resources development climate was
prevalent in a public sector undertaking in India Ali and Akhtar (1999) explored the effect of
organizational climate on job satisfaction and they reported that those who scored high on
organizational climate also differed significantly on job satisfaction scale Rose Dennis and
colleagues (2001-2004) conducted a number of studies and they found a very strong link
between Organizational Climate and employee reactions such as stress levels absenteeism
and commitment and participation Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
stimulated the learning orientation of the employees Saraswathi (2010) conducted a study on
Human resources development climate in software and manufacturing organizations The
study was aimed at assessing the extent of developmental climate prevailing in manufacturing
and software organizations in India and also comparative analysis The study revealed that
12 | P a g e
the three variables general climate HRD mechanisms and OCTAPACE culture are better in
software organizations compared to manufacturing The findings indicate significant
difference in the development climate prevailing in software and manufacturing
organizations Lather et al (2010) conducted a study on organization culture in selected
organizations in the manufacturing sector in the NCR The objective of the study was to
compare the organizational culture of the selected companies in the manufacturing sector and
to identify and measure the perceived organizational culture and its various dimensions The
result shows that the executives and non-executives perceive the culture differently
THE FACTORS REQUIRED FOR GOOD HRD CLIMATE
TOP TO BOTTOM EFFORT
MOTIVATOR ROLE OF MANAGER AND SUPERVISOR
FAITH UPON EMPLOYEES
FREEDOM OF EXPRESSION OF FEELINGS
FEEDBACK
DISCOURAGING STEREOTYPES AND FAVORITISM
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
workers have to work with dedication They should have realization that organization is their
organization
13 | P a g e
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeesrsquo effort too Nature of employees should be helping for management and for
its colleagues They should be always read to help to customers too
14 | P a g e
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Components of HRD Climate
Organizational Structure
An organization s structure is actually a snapshot of a work process frozen in time so that it
can be viewed If the structure and the role is not clear people will not know what the work
process is who is responsible for what whom to go for help and decision and who can assist
in problems that may arise
15 | P a g e
Organizational Culture
Organizational culture is the pattern of beliefs knowledge attitudes and customs that exists
within an organization Organizational culture can be supportive or unsupportive positive or
negative
HR Processes
The HR system of an organization should be comprehensive enough to take care of
employees from the time they join till the time they leave from recruitment to retirement
whole process should be according to employees
An organizationrsquos success is determined as much by the skill and motivation of
its members as by almost any other factor While this has always been true recent changes
focus attention on ways human resources The fancy word for people The human
resources department within an organization years ago known as the personnel
department manages the administrative aspects of the employees development activities
can be used to ensure organizations have what it takes to successfully meet the challenges
Human Resource Development (HRD) is a process by which the employees of an
organization are helped in a continuous planned way acquire or sharpen capabilities required
to perform various functions associated with their present or expected future roles develop
their general cap-abilities as individuals and discover and exploit their potentials for their
own andor organizational development purposes and develop an organizational culture in
which supervisor-subordinate relationships teamwork (product software tool) Teamwork
- A SASD tool from Sterling Software formerly CADRE Technologies which supports the
ShlaerMellor Object-Oriented method and the Yourdon-DeMarco Hatley-Pirbhai
16 | P a g e
Constantine and Buhr notations and collaboration Working together on a project See
collaborative software among sub-units are strong and contribute to the professional well
being motivation and pride of employees HRD climate is characterized trv
charactermiddotized charactermiddotizmiddoting charactermiddotizmiddotes1 To describe the qualities or
peculiarities of 2 by the tendencies such as treating employees as the most important
resources perceiving that developing employees is the job of every manager believing in the
capability of employees communicating openly encouraging risk taking and
experimentation making efforts to help employees recognize their strengths and weaknesses
creating a general climate of trust collaboration and autonomy supportive personnel policies
and supportive HRD practices An optimal level of development climate is essential for
facilitating HRD activities (Rao amp Abraham 1986) The top management subscribing to these
values is a starting point Noun 1 starting point - earliest limiting pointterminus a quo
commencement get-go offset outset showtime starting time beginning start kickoff
first - the time at which something is supposed to begin they got an early start she knew
from the When a critical mass internalized these values there emerges a conducive adj
Tending to cause or bring about contributive See Synonyms at favorable climate for
HRD This positive HRD climate renders the existing systems more effective and makes the
organizations more receptive remiddotcepmiddottive () capable of receiving or of responding to a
stimulus to the introduction of relevant additional system (Athreya 1988) A healthy
HRD climate certainly bolsters the overall internal environment of the organization fosters
employee commitment
17 | P a g e
Centre for HRD Developed a 38-item HRD climate questionnaire to survey the extent to
which development climate exists in organizations Using this instrument the first survey of
HRD climate in Indian organizations was carried out by Rao and Abraham (1986) They
found that the general HRD climate in the organizations appears to be at an average level
(54) The most important factor contributing to this seems to be a general indifference
Antoinette Marie(1755ndash1793) queen of France to whom is attributed this statement on the
solution to bread famine ldquoLet them eat cakerdquo [Fr Hist on the part of the employees on
their own development In another study Abraham (1989) observed that HRD climate is a
powerful intervening variable An intervening variable is a hypothetical concept that
attempts to explain relationships between variables and especially the relationships between
independent variables and dependent variables in translating HRD practices into profit
Venkateswaran (1997) found that to a large extent a favorable HRD climate was prevalent
in a public sector undertaking in India Srimannarayana (2001) identified below average level
of HRD climate in a software organization in India However Agarwala (2002) found that
the HRD climate was significantly more developmental in IT industry when compared to the
automobile industry the business of producing and selling self-powered vehicles including
passenger cars trucks farm equipment and other commercial vehicles Mishra amp
Bhardwaj (2002) concluded that the HRD climate in a private sector undertaking in India was
good Rodriguess (2004) study in the engineering institutes in India found the HRD climate
highly satisfactory Srimannarayana (2007) found that a moderate HRD climate was
prevailing in Dubai organizations Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
18 | P a g e
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
d) Authenticity ndash is the value underlying trust It is the willingness of a person to
acknowledge the feelings he she has and accept himself herself as well as other who relate
to himher as persons Authenticity is speaking the truth without any fear and keeping the
promises made It is higher than the trust or trustworthiness The members commit and meet
the commitments without giving false promises The members always commit and deliver as
per commitment
e) Proactive ndash being a proactive culture means taking initiatives and explore the alternatives
well in advance Instead of reacting to any particular situation planning is done in order to
take care of eventualities and anticipated situations This culture encourages the members to
take initiatives for new activities new processes This can be in all the areas of for overall
process efficiency Like wok processes reduction in cost quality improvement and other
areas in which improvement can be done
f) Autonomy ndash This culture of autonomy is when members enjoy a great degree for freedom
in their activities They are the decision makers in their areas Autonomy is very important to
bring out the best in areas where individuals need freedom to work the way they want to
work It is very relevant in creating academic excellence knowledge industry information
technology research and development etc
g) Confrontation ndash This term is used in relation to a culture of facing problems upfront In
this culture the problem is put in front rather than the back to escaping the problems A better
term would be confrontation exploration that implies facing a problem and working jointly
with other concerned to find its solution If an organization encourages people to recognize a
problem bring it to people concerned explore with them to understand and search possible
10 | P a g e
ways of dealing with it Members confront the problems as areas needing improvement rather
than finding fault with anybody This culture helps in building problem solving abilities of
the organizations
h) Experimentation ndash helps in build a culture in which the members of the organization try
out new experiments on their own and take decisions with respect of conducting the
experiments The culture of experimentation manifests the risk taking aspect of the
organization This developing newer ideas and simplifies things There is an emphasis on
value creation and importance is given to innovating and trying out new ways of dealing with
problems in the organization When you have openness members can express their opinion
easily Similarly when one is provided with autonomy and collaboration happens naturally
Trust and authenticity go together Proactive and experimentation go together These four
pairs are the four foundation of human resources culture In order to understand the role of
human resources climate and its impact on the organizations some past studies on the subject
are examined below Few studies listed below use the term human resources development
climate The present study considers human resources development as a component of human
resources system hence these studies are also listed Rao and Abraham (1986) carried out
first survey by using this instrument to measure the Human resources development climate in
Indian organizations They found that the general Human resources development climate in
the organizations appears to be at an average level (54) The most important factor
contributing to this seems to be a general indifference on the part of the employees on their
own development Rajendran (1987) reported significant correlation between organizational
Climate and job satisfaction in a public sector industry in Tamil Nadu India Sharma (1987)
examined the effects of organizational climate on job satisfaction sense of participation role
stress and alienation in private sector and public sector and found that the private sector and
11 | P a g e
the public sector varied significantly on the dominant climates and there was significant
correlation between the climate variable and role stress variables Abraham (1989) observed
that Human Resources Development climate is a powerful intervening variable in translating
Human resources development practices into profit Abraham (1989) conducted a study
which revealed the linkage between the Human resources development climate and
organizational performance in financial terms Even if the climate does not show any direct
linkages at a given point of time logically it makes sense to have a good human resources
climate for the benefit of the organization Srivastava (1994) studied a group of executives
and supervisors and reported that overall organizational climate is positively related with job
involvement and higher order needs (self esteem autonomy and self actualization) are
related with job involvement Hart Griffin et al (1996) has found that organizational climate
plays an important role and lack of proper organization climate model accounts for at least
16 single-day sick leave and 10 separation rates in one organization Venkateswaran
(1997) found that to a large extent a favorable Human resources development climate was
prevalent in a public sector undertaking in India Ali and Akhtar (1999) explored the effect of
organizational climate on job satisfaction and they reported that those who scored high on
organizational climate also differed significantly on job satisfaction scale Rose Dennis and
colleagues (2001-2004) conducted a number of studies and they found a very strong link
between Organizational Climate and employee reactions such as stress levels absenteeism
and commitment and participation Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
stimulated the learning orientation of the employees Saraswathi (2010) conducted a study on
Human resources development climate in software and manufacturing organizations The
study was aimed at assessing the extent of developmental climate prevailing in manufacturing
and software organizations in India and also comparative analysis The study revealed that
12 | P a g e
the three variables general climate HRD mechanisms and OCTAPACE culture are better in
software organizations compared to manufacturing The findings indicate significant
difference in the development climate prevailing in software and manufacturing
organizations Lather et al (2010) conducted a study on organization culture in selected
organizations in the manufacturing sector in the NCR The objective of the study was to
compare the organizational culture of the selected companies in the manufacturing sector and
to identify and measure the perceived organizational culture and its various dimensions The
result shows that the executives and non-executives perceive the culture differently
THE FACTORS REQUIRED FOR GOOD HRD CLIMATE
TOP TO BOTTOM EFFORT
MOTIVATOR ROLE OF MANAGER AND SUPERVISOR
FAITH UPON EMPLOYEES
FREEDOM OF EXPRESSION OF FEELINGS
FEEDBACK
DISCOURAGING STEREOTYPES AND FAVORITISM
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
workers have to work with dedication They should have realization that organization is their
organization
13 | P a g e
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeesrsquo effort too Nature of employees should be helping for management and for
its colleagues They should be always read to help to customers too
14 | P a g e
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Components of HRD Climate
Organizational Structure
An organization s structure is actually a snapshot of a work process frozen in time so that it
can be viewed If the structure and the role is not clear people will not know what the work
process is who is responsible for what whom to go for help and decision and who can assist
in problems that may arise
15 | P a g e
Organizational Culture
Organizational culture is the pattern of beliefs knowledge attitudes and customs that exists
within an organization Organizational culture can be supportive or unsupportive positive or
negative
HR Processes
The HR system of an organization should be comprehensive enough to take care of
employees from the time they join till the time they leave from recruitment to retirement
whole process should be according to employees
An organizationrsquos success is determined as much by the skill and motivation of
its members as by almost any other factor While this has always been true recent changes
focus attention on ways human resources The fancy word for people The human
resources department within an organization years ago known as the personnel
department manages the administrative aspects of the employees development activities
can be used to ensure organizations have what it takes to successfully meet the challenges
Human Resource Development (HRD) is a process by which the employees of an
organization are helped in a continuous planned way acquire or sharpen capabilities required
to perform various functions associated with their present or expected future roles develop
their general cap-abilities as individuals and discover and exploit their potentials for their
own andor organizational development purposes and develop an organizational culture in
which supervisor-subordinate relationships teamwork (product software tool) Teamwork
- A SASD tool from Sterling Software formerly CADRE Technologies which supports the
ShlaerMellor Object-Oriented method and the Yourdon-DeMarco Hatley-Pirbhai
16 | P a g e
Constantine and Buhr notations and collaboration Working together on a project See
collaborative software among sub-units are strong and contribute to the professional well
being motivation and pride of employees HRD climate is characterized trv
charactermiddotized charactermiddotizmiddoting charactermiddotizmiddotes1 To describe the qualities or
peculiarities of 2 by the tendencies such as treating employees as the most important
resources perceiving that developing employees is the job of every manager believing in the
capability of employees communicating openly encouraging risk taking and
experimentation making efforts to help employees recognize their strengths and weaknesses
creating a general climate of trust collaboration and autonomy supportive personnel policies
and supportive HRD practices An optimal level of development climate is essential for
facilitating HRD activities (Rao amp Abraham 1986) The top management subscribing to these
values is a starting point Noun 1 starting point - earliest limiting pointterminus a quo
commencement get-go offset outset showtime starting time beginning start kickoff
first - the time at which something is supposed to begin they got an early start she knew
from the When a critical mass internalized these values there emerges a conducive adj
Tending to cause or bring about contributive See Synonyms at favorable climate for
HRD This positive HRD climate renders the existing systems more effective and makes the
organizations more receptive remiddotcepmiddottive () capable of receiving or of responding to a
stimulus to the introduction of relevant additional system (Athreya 1988) A healthy
HRD climate certainly bolsters the overall internal environment of the organization fosters
employee commitment
17 | P a g e
Centre for HRD Developed a 38-item HRD climate questionnaire to survey the extent to
which development climate exists in organizations Using this instrument the first survey of
HRD climate in Indian organizations was carried out by Rao and Abraham (1986) They
found that the general HRD climate in the organizations appears to be at an average level
(54) The most important factor contributing to this seems to be a general indifference
Antoinette Marie(1755ndash1793) queen of France to whom is attributed this statement on the
solution to bread famine ldquoLet them eat cakerdquo [Fr Hist on the part of the employees on
their own development In another study Abraham (1989) observed that HRD climate is a
powerful intervening variable An intervening variable is a hypothetical concept that
attempts to explain relationships between variables and especially the relationships between
independent variables and dependent variables in translating HRD practices into profit
Venkateswaran (1997) found that to a large extent a favorable HRD climate was prevalent
in a public sector undertaking in India Srimannarayana (2001) identified below average level
of HRD climate in a software organization in India However Agarwala (2002) found that
the HRD climate was significantly more developmental in IT industry when compared to the
automobile industry the business of producing and selling self-powered vehicles including
passenger cars trucks farm equipment and other commercial vehicles Mishra amp
Bhardwaj (2002) concluded that the HRD climate in a private sector undertaking in India was
good Rodriguess (2004) study in the engineering institutes in India found the HRD climate
highly satisfactory Srimannarayana (2007) found that a moderate HRD climate was
prevailing in Dubai organizations Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
18 | P a g e
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
ways of dealing with it Members confront the problems as areas needing improvement rather
than finding fault with anybody This culture helps in building problem solving abilities of
the organizations
h) Experimentation ndash helps in build a culture in which the members of the organization try
out new experiments on their own and take decisions with respect of conducting the
experiments The culture of experimentation manifests the risk taking aspect of the
organization This developing newer ideas and simplifies things There is an emphasis on
value creation and importance is given to innovating and trying out new ways of dealing with
problems in the organization When you have openness members can express their opinion
easily Similarly when one is provided with autonomy and collaboration happens naturally
Trust and authenticity go together Proactive and experimentation go together These four
pairs are the four foundation of human resources culture In order to understand the role of
human resources climate and its impact on the organizations some past studies on the subject
are examined below Few studies listed below use the term human resources development
climate The present study considers human resources development as a component of human
resources system hence these studies are also listed Rao and Abraham (1986) carried out
first survey by using this instrument to measure the Human resources development climate in
Indian organizations They found that the general Human resources development climate in
the organizations appears to be at an average level (54) The most important factor
contributing to this seems to be a general indifference on the part of the employees on their
own development Rajendran (1987) reported significant correlation between organizational
Climate and job satisfaction in a public sector industry in Tamil Nadu India Sharma (1987)
examined the effects of organizational climate on job satisfaction sense of participation role
stress and alienation in private sector and public sector and found that the private sector and
11 | P a g e
the public sector varied significantly on the dominant climates and there was significant
correlation between the climate variable and role stress variables Abraham (1989) observed
that Human Resources Development climate is a powerful intervening variable in translating
Human resources development practices into profit Abraham (1989) conducted a study
which revealed the linkage between the Human resources development climate and
organizational performance in financial terms Even if the climate does not show any direct
linkages at a given point of time logically it makes sense to have a good human resources
climate for the benefit of the organization Srivastava (1994) studied a group of executives
and supervisors and reported that overall organizational climate is positively related with job
involvement and higher order needs (self esteem autonomy and self actualization) are
related with job involvement Hart Griffin et al (1996) has found that organizational climate
plays an important role and lack of proper organization climate model accounts for at least
16 single-day sick leave and 10 separation rates in one organization Venkateswaran
(1997) found that to a large extent a favorable Human resources development climate was
prevalent in a public sector undertaking in India Ali and Akhtar (1999) explored the effect of
organizational climate on job satisfaction and they reported that those who scored high on
organizational climate also differed significantly on job satisfaction scale Rose Dennis and
colleagues (2001-2004) conducted a number of studies and they found a very strong link
between Organizational Climate and employee reactions such as stress levels absenteeism
and commitment and participation Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
stimulated the learning orientation of the employees Saraswathi (2010) conducted a study on
Human resources development climate in software and manufacturing organizations The
study was aimed at assessing the extent of developmental climate prevailing in manufacturing
and software organizations in India and also comparative analysis The study revealed that
12 | P a g e
the three variables general climate HRD mechanisms and OCTAPACE culture are better in
software organizations compared to manufacturing The findings indicate significant
difference in the development climate prevailing in software and manufacturing
organizations Lather et al (2010) conducted a study on organization culture in selected
organizations in the manufacturing sector in the NCR The objective of the study was to
compare the organizational culture of the selected companies in the manufacturing sector and
to identify and measure the perceived organizational culture and its various dimensions The
result shows that the executives and non-executives perceive the culture differently
THE FACTORS REQUIRED FOR GOOD HRD CLIMATE
TOP TO BOTTOM EFFORT
MOTIVATOR ROLE OF MANAGER AND SUPERVISOR
FAITH UPON EMPLOYEES
FREEDOM OF EXPRESSION OF FEELINGS
FEEDBACK
DISCOURAGING STEREOTYPES AND FAVORITISM
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
workers have to work with dedication They should have realization that organization is their
organization
13 | P a g e
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeesrsquo effort too Nature of employees should be helping for management and for
its colleagues They should be always read to help to customers too
14 | P a g e
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Components of HRD Climate
Organizational Structure
An organization s structure is actually a snapshot of a work process frozen in time so that it
can be viewed If the structure and the role is not clear people will not know what the work
process is who is responsible for what whom to go for help and decision and who can assist
in problems that may arise
15 | P a g e
Organizational Culture
Organizational culture is the pattern of beliefs knowledge attitudes and customs that exists
within an organization Organizational culture can be supportive or unsupportive positive or
negative
HR Processes
The HR system of an organization should be comprehensive enough to take care of
employees from the time they join till the time they leave from recruitment to retirement
whole process should be according to employees
An organizationrsquos success is determined as much by the skill and motivation of
its members as by almost any other factor While this has always been true recent changes
focus attention on ways human resources The fancy word for people The human
resources department within an organization years ago known as the personnel
department manages the administrative aspects of the employees development activities
can be used to ensure organizations have what it takes to successfully meet the challenges
Human Resource Development (HRD) is a process by which the employees of an
organization are helped in a continuous planned way acquire or sharpen capabilities required
to perform various functions associated with their present or expected future roles develop
their general cap-abilities as individuals and discover and exploit their potentials for their
own andor organizational development purposes and develop an organizational culture in
which supervisor-subordinate relationships teamwork (product software tool) Teamwork
- A SASD tool from Sterling Software formerly CADRE Technologies which supports the
ShlaerMellor Object-Oriented method and the Yourdon-DeMarco Hatley-Pirbhai
16 | P a g e
Constantine and Buhr notations and collaboration Working together on a project See
collaborative software among sub-units are strong and contribute to the professional well
being motivation and pride of employees HRD climate is characterized trv
charactermiddotized charactermiddotizmiddoting charactermiddotizmiddotes1 To describe the qualities or
peculiarities of 2 by the tendencies such as treating employees as the most important
resources perceiving that developing employees is the job of every manager believing in the
capability of employees communicating openly encouraging risk taking and
experimentation making efforts to help employees recognize their strengths and weaknesses
creating a general climate of trust collaboration and autonomy supportive personnel policies
and supportive HRD practices An optimal level of development climate is essential for
facilitating HRD activities (Rao amp Abraham 1986) The top management subscribing to these
values is a starting point Noun 1 starting point - earliest limiting pointterminus a quo
commencement get-go offset outset showtime starting time beginning start kickoff
first - the time at which something is supposed to begin they got an early start she knew
from the When a critical mass internalized these values there emerges a conducive adj
Tending to cause or bring about contributive See Synonyms at favorable climate for
HRD This positive HRD climate renders the existing systems more effective and makes the
organizations more receptive remiddotcepmiddottive () capable of receiving or of responding to a
stimulus to the introduction of relevant additional system (Athreya 1988) A healthy
HRD climate certainly bolsters the overall internal environment of the organization fosters
employee commitment
17 | P a g e
Centre for HRD Developed a 38-item HRD climate questionnaire to survey the extent to
which development climate exists in organizations Using this instrument the first survey of
HRD climate in Indian organizations was carried out by Rao and Abraham (1986) They
found that the general HRD climate in the organizations appears to be at an average level
(54) The most important factor contributing to this seems to be a general indifference
Antoinette Marie(1755ndash1793) queen of France to whom is attributed this statement on the
solution to bread famine ldquoLet them eat cakerdquo [Fr Hist on the part of the employees on
their own development In another study Abraham (1989) observed that HRD climate is a
powerful intervening variable An intervening variable is a hypothetical concept that
attempts to explain relationships between variables and especially the relationships between
independent variables and dependent variables in translating HRD practices into profit
Venkateswaran (1997) found that to a large extent a favorable HRD climate was prevalent
in a public sector undertaking in India Srimannarayana (2001) identified below average level
of HRD climate in a software organization in India However Agarwala (2002) found that
the HRD climate was significantly more developmental in IT industry when compared to the
automobile industry the business of producing and selling self-powered vehicles including
passenger cars trucks farm equipment and other commercial vehicles Mishra amp
Bhardwaj (2002) concluded that the HRD climate in a private sector undertaking in India was
good Rodriguess (2004) study in the engineering institutes in India found the HRD climate
highly satisfactory Srimannarayana (2007) found that a moderate HRD climate was
prevailing in Dubai organizations Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
18 | P a g e
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
the public sector varied significantly on the dominant climates and there was significant
correlation between the climate variable and role stress variables Abraham (1989) observed
that Human Resources Development climate is a powerful intervening variable in translating
Human resources development practices into profit Abraham (1989) conducted a study
which revealed the linkage between the Human resources development climate and
organizational performance in financial terms Even if the climate does not show any direct
linkages at a given point of time logically it makes sense to have a good human resources
climate for the benefit of the organization Srivastava (1994) studied a group of executives
and supervisors and reported that overall organizational climate is positively related with job
involvement and higher order needs (self esteem autonomy and self actualization) are
related with job involvement Hart Griffin et al (1996) has found that organizational climate
plays an important role and lack of proper organization climate model accounts for at least
16 single-day sick leave and 10 separation rates in one organization Venkateswaran
(1997) found that to a large extent a favorable Human resources development climate was
prevalent in a public sector undertaking in India Ali and Akhtar (1999) explored the effect of
organizational climate on job satisfaction and they reported that those who scored high on
organizational climate also differed significantly on job satisfaction scale Rose Dennis and
colleagues (2001-2004) conducted a number of studies and they found a very strong link
between Organizational Climate and employee reactions such as stress levels absenteeism
and commitment and participation Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
stimulated the learning orientation of the employees Saraswathi (2010) conducted a study on
Human resources development climate in software and manufacturing organizations The
study was aimed at assessing the extent of developmental climate prevailing in manufacturing
and software organizations in India and also comparative analysis The study revealed that
12 | P a g e
the three variables general climate HRD mechanisms and OCTAPACE culture are better in
software organizations compared to manufacturing The findings indicate significant
difference in the development climate prevailing in software and manufacturing
organizations Lather et al (2010) conducted a study on organization culture in selected
organizations in the manufacturing sector in the NCR The objective of the study was to
compare the organizational culture of the selected companies in the manufacturing sector and
to identify and measure the perceived organizational culture and its various dimensions The
result shows that the executives and non-executives perceive the culture differently
THE FACTORS REQUIRED FOR GOOD HRD CLIMATE
TOP TO BOTTOM EFFORT
MOTIVATOR ROLE OF MANAGER AND SUPERVISOR
FAITH UPON EMPLOYEES
FREEDOM OF EXPRESSION OF FEELINGS
FEEDBACK
DISCOURAGING STEREOTYPES AND FAVORITISM
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
workers have to work with dedication They should have realization that organization is their
organization
13 | P a g e
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeesrsquo effort too Nature of employees should be helping for management and for
its colleagues They should be always read to help to customers too
14 | P a g e
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Components of HRD Climate
Organizational Structure
An organization s structure is actually a snapshot of a work process frozen in time so that it
can be viewed If the structure and the role is not clear people will not know what the work
process is who is responsible for what whom to go for help and decision and who can assist
in problems that may arise
15 | P a g e
Organizational Culture
Organizational culture is the pattern of beliefs knowledge attitudes and customs that exists
within an organization Organizational culture can be supportive or unsupportive positive or
negative
HR Processes
The HR system of an organization should be comprehensive enough to take care of
employees from the time they join till the time they leave from recruitment to retirement
whole process should be according to employees
An organizationrsquos success is determined as much by the skill and motivation of
its members as by almost any other factor While this has always been true recent changes
focus attention on ways human resources The fancy word for people The human
resources department within an organization years ago known as the personnel
department manages the administrative aspects of the employees development activities
can be used to ensure organizations have what it takes to successfully meet the challenges
Human Resource Development (HRD) is a process by which the employees of an
organization are helped in a continuous planned way acquire or sharpen capabilities required
to perform various functions associated with their present or expected future roles develop
their general cap-abilities as individuals and discover and exploit their potentials for their
own andor organizational development purposes and develop an organizational culture in
which supervisor-subordinate relationships teamwork (product software tool) Teamwork
- A SASD tool from Sterling Software formerly CADRE Technologies which supports the
ShlaerMellor Object-Oriented method and the Yourdon-DeMarco Hatley-Pirbhai
16 | P a g e
Constantine and Buhr notations and collaboration Working together on a project See
collaborative software among sub-units are strong and contribute to the professional well
being motivation and pride of employees HRD climate is characterized trv
charactermiddotized charactermiddotizmiddoting charactermiddotizmiddotes1 To describe the qualities or
peculiarities of 2 by the tendencies such as treating employees as the most important
resources perceiving that developing employees is the job of every manager believing in the
capability of employees communicating openly encouraging risk taking and
experimentation making efforts to help employees recognize their strengths and weaknesses
creating a general climate of trust collaboration and autonomy supportive personnel policies
and supportive HRD practices An optimal level of development climate is essential for
facilitating HRD activities (Rao amp Abraham 1986) The top management subscribing to these
values is a starting point Noun 1 starting point - earliest limiting pointterminus a quo
commencement get-go offset outset showtime starting time beginning start kickoff
first - the time at which something is supposed to begin they got an early start she knew
from the When a critical mass internalized these values there emerges a conducive adj
Tending to cause or bring about contributive See Synonyms at favorable climate for
HRD This positive HRD climate renders the existing systems more effective and makes the
organizations more receptive remiddotcepmiddottive () capable of receiving or of responding to a
stimulus to the introduction of relevant additional system (Athreya 1988) A healthy
HRD climate certainly bolsters the overall internal environment of the organization fosters
employee commitment
17 | P a g e
Centre for HRD Developed a 38-item HRD climate questionnaire to survey the extent to
which development climate exists in organizations Using this instrument the first survey of
HRD climate in Indian organizations was carried out by Rao and Abraham (1986) They
found that the general HRD climate in the organizations appears to be at an average level
(54) The most important factor contributing to this seems to be a general indifference
Antoinette Marie(1755ndash1793) queen of France to whom is attributed this statement on the
solution to bread famine ldquoLet them eat cakerdquo [Fr Hist on the part of the employees on
their own development In another study Abraham (1989) observed that HRD climate is a
powerful intervening variable An intervening variable is a hypothetical concept that
attempts to explain relationships between variables and especially the relationships between
independent variables and dependent variables in translating HRD practices into profit
Venkateswaran (1997) found that to a large extent a favorable HRD climate was prevalent
in a public sector undertaking in India Srimannarayana (2001) identified below average level
of HRD climate in a software organization in India However Agarwala (2002) found that
the HRD climate was significantly more developmental in IT industry when compared to the
automobile industry the business of producing and selling self-powered vehicles including
passenger cars trucks farm equipment and other commercial vehicles Mishra amp
Bhardwaj (2002) concluded that the HRD climate in a private sector undertaking in India was
good Rodriguess (2004) study in the engineering institutes in India found the HRD climate
highly satisfactory Srimannarayana (2007) found that a moderate HRD climate was
prevailing in Dubai organizations Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
18 | P a g e
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
the three variables general climate HRD mechanisms and OCTAPACE culture are better in
software organizations compared to manufacturing The findings indicate significant
difference in the development climate prevailing in software and manufacturing
organizations Lather et al (2010) conducted a study on organization culture in selected
organizations in the manufacturing sector in the NCR The objective of the study was to
compare the organizational culture of the selected companies in the manufacturing sector and
to identify and measure the perceived organizational culture and its various dimensions The
result shows that the executives and non-executives perceive the culture differently
THE FACTORS REQUIRED FOR GOOD HRD CLIMATE
TOP TO BOTTOM EFFORT
MOTIVATOR ROLE OF MANAGER AND SUPERVISOR
FAITH UPON EMPLOYEES
FREEDOM OF EXPRESSION OF FEELINGS
FEEDBACK
DISCOURAGING STEREOTYPES AND FAVORITISM
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
workers have to work with dedication They should have realization that organization is their
organization
13 | P a g e
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeesrsquo effort too Nature of employees should be helping for management and for
its colleagues They should be always read to help to customers too
14 | P a g e
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Components of HRD Climate
Organizational Structure
An organization s structure is actually a snapshot of a work process frozen in time so that it
can be viewed If the structure and the role is not clear people will not know what the work
process is who is responsible for what whom to go for help and decision and who can assist
in problems that may arise
15 | P a g e
Organizational Culture
Organizational culture is the pattern of beliefs knowledge attitudes and customs that exists
within an organization Organizational culture can be supportive or unsupportive positive or
negative
HR Processes
The HR system of an organization should be comprehensive enough to take care of
employees from the time they join till the time they leave from recruitment to retirement
whole process should be according to employees
An organizationrsquos success is determined as much by the skill and motivation of
its members as by almost any other factor While this has always been true recent changes
focus attention on ways human resources The fancy word for people The human
resources department within an organization years ago known as the personnel
department manages the administrative aspects of the employees development activities
can be used to ensure organizations have what it takes to successfully meet the challenges
Human Resource Development (HRD) is a process by which the employees of an
organization are helped in a continuous planned way acquire or sharpen capabilities required
to perform various functions associated with their present or expected future roles develop
their general cap-abilities as individuals and discover and exploit their potentials for their
own andor organizational development purposes and develop an organizational culture in
which supervisor-subordinate relationships teamwork (product software tool) Teamwork
- A SASD tool from Sterling Software formerly CADRE Technologies which supports the
ShlaerMellor Object-Oriented method and the Yourdon-DeMarco Hatley-Pirbhai
16 | P a g e
Constantine and Buhr notations and collaboration Working together on a project See
collaborative software among sub-units are strong and contribute to the professional well
being motivation and pride of employees HRD climate is characterized trv
charactermiddotized charactermiddotizmiddoting charactermiddotizmiddotes1 To describe the qualities or
peculiarities of 2 by the tendencies such as treating employees as the most important
resources perceiving that developing employees is the job of every manager believing in the
capability of employees communicating openly encouraging risk taking and
experimentation making efforts to help employees recognize their strengths and weaknesses
creating a general climate of trust collaboration and autonomy supportive personnel policies
and supportive HRD practices An optimal level of development climate is essential for
facilitating HRD activities (Rao amp Abraham 1986) The top management subscribing to these
values is a starting point Noun 1 starting point - earliest limiting pointterminus a quo
commencement get-go offset outset showtime starting time beginning start kickoff
first - the time at which something is supposed to begin they got an early start she knew
from the When a critical mass internalized these values there emerges a conducive adj
Tending to cause or bring about contributive See Synonyms at favorable climate for
HRD This positive HRD climate renders the existing systems more effective and makes the
organizations more receptive remiddotcepmiddottive () capable of receiving or of responding to a
stimulus to the introduction of relevant additional system (Athreya 1988) A healthy
HRD climate certainly bolsters the overall internal environment of the organization fosters
employee commitment
17 | P a g e
Centre for HRD Developed a 38-item HRD climate questionnaire to survey the extent to
which development climate exists in organizations Using this instrument the first survey of
HRD climate in Indian organizations was carried out by Rao and Abraham (1986) They
found that the general HRD climate in the organizations appears to be at an average level
(54) The most important factor contributing to this seems to be a general indifference
Antoinette Marie(1755ndash1793) queen of France to whom is attributed this statement on the
solution to bread famine ldquoLet them eat cakerdquo [Fr Hist on the part of the employees on
their own development In another study Abraham (1989) observed that HRD climate is a
powerful intervening variable An intervening variable is a hypothetical concept that
attempts to explain relationships between variables and especially the relationships between
independent variables and dependent variables in translating HRD practices into profit
Venkateswaran (1997) found that to a large extent a favorable HRD climate was prevalent
in a public sector undertaking in India Srimannarayana (2001) identified below average level
of HRD climate in a software organization in India However Agarwala (2002) found that
the HRD climate was significantly more developmental in IT industry when compared to the
automobile industry the business of producing and selling self-powered vehicles including
passenger cars trucks farm equipment and other commercial vehicles Mishra amp
Bhardwaj (2002) concluded that the HRD climate in a private sector undertaking in India was
good Rodriguess (2004) study in the engineering institutes in India found the HRD climate
highly satisfactory Srimannarayana (2007) found that a moderate HRD climate was
prevailing in Dubai organizations Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
18 | P a g e
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeesrsquo effort too Nature of employees should be helping for management and for
its colleagues They should be always read to help to customers too
14 | P a g e
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Components of HRD Climate
Organizational Structure
An organization s structure is actually a snapshot of a work process frozen in time so that it
can be viewed If the structure and the role is not clear people will not know what the work
process is who is responsible for what whom to go for help and decision and who can assist
in problems that may arise
15 | P a g e
Organizational Culture
Organizational culture is the pattern of beliefs knowledge attitudes and customs that exists
within an organization Organizational culture can be supportive or unsupportive positive or
negative
HR Processes
The HR system of an organization should be comprehensive enough to take care of
employees from the time they join till the time they leave from recruitment to retirement
whole process should be according to employees
An organizationrsquos success is determined as much by the skill and motivation of
its members as by almost any other factor While this has always been true recent changes
focus attention on ways human resources The fancy word for people The human
resources department within an organization years ago known as the personnel
department manages the administrative aspects of the employees development activities
can be used to ensure organizations have what it takes to successfully meet the challenges
Human Resource Development (HRD) is a process by which the employees of an
organization are helped in a continuous planned way acquire or sharpen capabilities required
to perform various functions associated with their present or expected future roles develop
their general cap-abilities as individuals and discover and exploit their potentials for their
own andor organizational development purposes and develop an organizational culture in
which supervisor-subordinate relationships teamwork (product software tool) Teamwork
- A SASD tool from Sterling Software formerly CADRE Technologies which supports the
ShlaerMellor Object-Oriented method and the Yourdon-DeMarco Hatley-Pirbhai
16 | P a g e
Constantine and Buhr notations and collaboration Working together on a project See
collaborative software among sub-units are strong and contribute to the professional well
being motivation and pride of employees HRD climate is characterized trv
charactermiddotized charactermiddotizmiddoting charactermiddotizmiddotes1 To describe the qualities or
peculiarities of 2 by the tendencies such as treating employees as the most important
resources perceiving that developing employees is the job of every manager believing in the
capability of employees communicating openly encouraging risk taking and
experimentation making efforts to help employees recognize their strengths and weaknesses
creating a general climate of trust collaboration and autonomy supportive personnel policies
and supportive HRD practices An optimal level of development climate is essential for
facilitating HRD activities (Rao amp Abraham 1986) The top management subscribing to these
values is a starting point Noun 1 starting point - earliest limiting pointterminus a quo
commencement get-go offset outset showtime starting time beginning start kickoff
first - the time at which something is supposed to begin they got an early start she knew
from the When a critical mass internalized these values there emerges a conducive adj
Tending to cause or bring about contributive See Synonyms at favorable climate for
HRD This positive HRD climate renders the existing systems more effective and makes the
organizations more receptive remiddotcepmiddottive () capable of receiving or of responding to a
stimulus to the introduction of relevant additional system (Athreya 1988) A healthy
HRD climate certainly bolsters the overall internal environment of the organization fosters
employee commitment
17 | P a g e
Centre for HRD Developed a 38-item HRD climate questionnaire to survey the extent to
which development climate exists in organizations Using this instrument the first survey of
HRD climate in Indian organizations was carried out by Rao and Abraham (1986) They
found that the general HRD climate in the organizations appears to be at an average level
(54) The most important factor contributing to this seems to be a general indifference
Antoinette Marie(1755ndash1793) queen of France to whom is attributed this statement on the
solution to bread famine ldquoLet them eat cakerdquo [Fr Hist on the part of the employees on
their own development In another study Abraham (1989) observed that HRD climate is a
powerful intervening variable An intervening variable is a hypothetical concept that
attempts to explain relationships between variables and especially the relationships between
independent variables and dependent variables in translating HRD practices into profit
Venkateswaran (1997) found that to a large extent a favorable HRD climate was prevalent
in a public sector undertaking in India Srimannarayana (2001) identified below average level
of HRD climate in a software organization in India However Agarwala (2002) found that
the HRD climate was significantly more developmental in IT industry when compared to the
automobile industry the business of producing and selling self-powered vehicles including
passenger cars trucks farm equipment and other commercial vehicles Mishra amp
Bhardwaj (2002) concluded that the HRD climate in a private sector undertaking in India was
good Rodriguess (2004) study in the engineering institutes in India found the HRD climate
highly satisfactory Srimannarayana (2007) found that a moderate HRD climate was
prevailing in Dubai organizations Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
18 | P a g e
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Components of HRD Climate
Organizational Structure
An organization s structure is actually a snapshot of a work process frozen in time so that it
can be viewed If the structure and the role is not clear people will not know what the work
process is who is responsible for what whom to go for help and decision and who can assist
in problems that may arise
15 | P a g e
Organizational Culture
Organizational culture is the pattern of beliefs knowledge attitudes and customs that exists
within an organization Organizational culture can be supportive or unsupportive positive or
negative
HR Processes
The HR system of an organization should be comprehensive enough to take care of
employees from the time they join till the time they leave from recruitment to retirement
whole process should be according to employees
An organizationrsquos success is determined as much by the skill and motivation of
its members as by almost any other factor While this has always been true recent changes
focus attention on ways human resources The fancy word for people The human
resources department within an organization years ago known as the personnel
department manages the administrative aspects of the employees development activities
can be used to ensure organizations have what it takes to successfully meet the challenges
Human Resource Development (HRD) is a process by which the employees of an
organization are helped in a continuous planned way acquire or sharpen capabilities required
to perform various functions associated with their present or expected future roles develop
their general cap-abilities as individuals and discover and exploit their potentials for their
own andor organizational development purposes and develop an organizational culture in
which supervisor-subordinate relationships teamwork (product software tool) Teamwork
- A SASD tool from Sterling Software formerly CADRE Technologies which supports the
ShlaerMellor Object-Oriented method and the Yourdon-DeMarco Hatley-Pirbhai
16 | P a g e
Constantine and Buhr notations and collaboration Working together on a project See
collaborative software among sub-units are strong and contribute to the professional well
being motivation and pride of employees HRD climate is characterized trv
charactermiddotized charactermiddotizmiddoting charactermiddotizmiddotes1 To describe the qualities or
peculiarities of 2 by the tendencies such as treating employees as the most important
resources perceiving that developing employees is the job of every manager believing in the
capability of employees communicating openly encouraging risk taking and
experimentation making efforts to help employees recognize their strengths and weaknesses
creating a general climate of trust collaboration and autonomy supportive personnel policies
and supportive HRD practices An optimal level of development climate is essential for
facilitating HRD activities (Rao amp Abraham 1986) The top management subscribing to these
values is a starting point Noun 1 starting point - earliest limiting pointterminus a quo
commencement get-go offset outset showtime starting time beginning start kickoff
first - the time at which something is supposed to begin they got an early start she knew
from the When a critical mass internalized these values there emerges a conducive adj
Tending to cause or bring about contributive See Synonyms at favorable climate for
HRD This positive HRD climate renders the existing systems more effective and makes the
organizations more receptive remiddotcepmiddottive () capable of receiving or of responding to a
stimulus to the introduction of relevant additional system (Athreya 1988) A healthy
HRD climate certainly bolsters the overall internal environment of the organization fosters
employee commitment
17 | P a g e
Centre for HRD Developed a 38-item HRD climate questionnaire to survey the extent to
which development climate exists in organizations Using this instrument the first survey of
HRD climate in Indian organizations was carried out by Rao and Abraham (1986) They
found that the general HRD climate in the organizations appears to be at an average level
(54) The most important factor contributing to this seems to be a general indifference
Antoinette Marie(1755ndash1793) queen of France to whom is attributed this statement on the
solution to bread famine ldquoLet them eat cakerdquo [Fr Hist on the part of the employees on
their own development In another study Abraham (1989) observed that HRD climate is a
powerful intervening variable An intervening variable is a hypothetical concept that
attempts to explain relationships between variables and especially the relationships between
independent variables and dependent variables in translating HRD practices into profit
Venkateswaran (1997) found that to a large extent a favorable HRD climate was prevalent
in a public sector undertaking in India Srimannarayana (2001) identified below average level
of HRD climate in a software organization in India However Agarwala (2002) found that
the HRD climate was significantly more developmental in IT industry when compared to the
automobile industry the business of producing and selling self-powered vehicles including
passenger cars trucks farm equipment and other commercial vehicles Mishra amp
Bhardwaj (2002) concluded that the HRD climate in a private sector undertaking in India was
good Rodriguess (2004) study in the engineering institutes in India found the HRD climate
highly satisfactory Srimannarayana (2007) found that a moderate HRD climate was
prevailing in Dubai organizations Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
18 | P a g e
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Organizational Culture
Organizational culture is the pattern of beliefs knowledge attitudes and customs that exists
within an organization Organizational culture can be supportive or unsupportive positive or
negative
HR Processes
The HR system of an organization should be comprehensive enough to take care of
employees from the time they join till the time they leave from recruitment to retirement
whole process should be according to employees
An organizationrsquos success is determined as much by the skill and motivation of
its members as by almost any other factor While this has always been true recent changes
focus attention on ways human resources The fancy word for people The human
resources department within an organization years ago known as the personnel
department manages the administrative aspects of the employees development activities
can be used to ensure organizations have what it takes to successfully meet the challenges
Human Resource Development (HRD) is a process by which the employees of an
organization are helped in a continuous planned way acquire or sharpen capabilities required
to perform various functions associated with their present or expected future roles develop
their general cap-abilities as individuals and discover and exploit their potentials for their
own andor organizational development purposes and develop an organizational culture in
which supervisor-subordinate relationships teamwork (product software tool) Teamwork
- A SASD tool from Sterling Software formerly CADRE Technologies which supports the
ShlaerMellor Object-Oriented method and the Yourdon-DeMarco Hatley-Pirbhai
16 | P a g e
Constantine and Buhr notations and collaboration Working together on a project See
collaborative software among sub-units are strong and contribute to the professional well
being motivation and pride of employees HRD climate is characterized trv
charactermiddotized charactermiddotizmiddoting charactermiddotizmiddotes1 To describe the qualities or
peculiarities of 2 by the tendencies such as treating employees as the most important
resources perceiving that developing employees is the job of every manager believing in the
capability of employees communicating openly encouraging risk taking and
experimentation making efforts to help employees recognize their strengths and weaknesses
creating a general climate of trust collaboration and autonomy supportive personnel policies
and supportive HRD practices An optimal level of development climate is essential for
facilitating HRD activities (Rao amp Abraham 1986) The top management subscribing to these
values is a starting point Noun 1 starting point - earliest limiting pointterminus a quo
commencement get-go offset outset showtime starting time beginning start kickoff
first - the time at which something is supposed to begin they got an early start she knew
from the When a critical mass internalized these values there emerges a conducive adj
Tending to cause or bring about contributive See Synonyms at favorable climate for
HRD This positive HRD climate renders the existing systems more effective and makes the
organizations more receptive remiddotcepmiddottive () capable of receiving or of responding to a
stimulus to the introduction of relevant additional system (Athreya 1988) A healthy
HRD climate certainly bolsters the overall internal environment of the organization fosters
employee commitment
17 | P a g e
Centre for HRD Developed a 38-item HRD climate questionnaire to survey the extent to
which development climate exists in organizations Using this instrument the first survey of
HRD climate in Indian organizations was carried out by Rao and Abraham (1986) They
found that the general HRD climate in the organizations appears to be at an average level
(54) The most important factor contributing to this seems to be a general indifference
Antoinette Marie(1755ndash1793) queen of France to whom is attributed this statement on the
solution to bread famine ldquoLet them eat cakerdquo [Fr Hist on the part of the employees on
their own development In another study Abraham (1989) observed that HRD climate is a
powerful intervening variable An intervening variable is a hypothetical concept that
attempts to explain relationships between variables and especially the relationships between
independent variables and dependent variables in translating HRD practices into profit
Venkateswaran (1997) found that to a large extent a favorable HRD climate was prevalent
in a public sector undertaking in India Srimannarayana (2001) identified below average level
of HRD climate in a software organization in India However Agarwala (2002) found that
the HRD climate was significantly more developmental in IT industry when compared to the
automobile industry the business of producing and selling self-powered vehicles including
passenger cars trucks farm equipment and other commercial vehicles Mishra amp
Bhardwaj (2002) concluded that the HRD climate in a private sector undertaking in India was
good Rodriguess (2004) study in the engineering institutes in India found the HRD climate
highly satisfactory Srimannarayana (2007) found that a moderate HRD climate was
prevailing in Dubai organizations Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
18 | P a g e
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Constantine and Buhr notations and collaboration Working together on a project See
collaborative software among sub-units are strong and contribute to the professional well
being motivation and pride of employees HRD climate is characterized trv
charactermiddotized charactermiddotizmiddoting charactermiddotizmiddotes1 To describe the qualities or
peculiarities of 2 by the tendencies such as treating employees as the most important
resources perceiving that developing employees is the job of every manager believing in the
capability of employees communicating openly encouraging risk taking and
experimentation making efforts to help employees recognize their strengths and weaknesses
creating a general climate of trust collaboration and autonomy supportive personnel policies
and supportive HRD practices An optimal level of development climate is essential for
facilitating HRD activities (Rao amp Abraham 1986) The top management subscribing to these
values is a starting point Noun 1 starting point - earliest limiting pointterminus a quo
commencement get-go offset outset showtime starting time beginning start kickoff
first - the time at which something is supposed to begin they got an early start she knew
from the When a critical mass internalized these values there emerges a conducive adj
Tending to cause or bring about contributive See Synonyms at favorable climate for
HRD This positive HRD climate renders the existing systems more effective and makes the
organizations more receptive remiddotcepmiddottive () capable of receiving or of responding to a
stimulus to the introduction of relevant additional system (Athreya 1988) A healthy
HRD climate certainly bolsters the overall internal environment of the organization fosters
employee commitment
17 | P a g e
Centre for HRD Developed a 38-item HRD climate questionnaire to survey the extent to
which development climate exists in organizations Using this instrument the first survey of
HRD climate in Indian organizations was carried out by Rao and Abraham (1986) They
found that the general HRD climate in the organizations appears to be at an average level
(54) The most important factor contributing to this seems to be a general indifference
Antoinette Marie(1755ndash1793) queen of France to whom is attributed this statement on the
solution to bread famine ldquoLet them eat cakerdquo [Fr Hist on the part of the employees on
their own development In another study Abraham (1989) observed that HRD climate is a
powerful intervening variable An intervening variable is a hypothetical concept that
attempts to explain relationships between variables and especially the relationships between
independent variables and dependent variables in translating HRD practices into profit
Venkateswaran (1997) found that to a large extent a favorable HRD climate was prevalent
in a public sector undertaking in India Srimannarayana (2001) identified below average level
of HRD climate in a software organization in India However Agarwala (2002) found that
the HRD climate was significantly more developmental in IT industry when compared to the
automobile industry the business of producing and selling self-powered vehicles including
passenger cars trucks farm equipment and other commercial vehicles Mishra amp
Bhardwaj (2002) concluded that the HRD climate in a private sector undertaking in India was
good Rodriguess (2004) study in the engineering institutes in India found the HRD climate
highly satisfactory Srimannarayana (2007) found that a moderate HRD climate was
prevailing in Dubai organizations Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
18 | P a g e
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Centre for HRD Developed a 38-item HRD climate questionnaire to survey the extent to
which development climate exists in organizations Using this instrument the first survey of
HRD climate in Indian organizations was carried out by Rao and Abraham (1986) They
found that the general HRD climate in the organizations appears to be at an average level
(54) The most important factor contributing to this seems to be a general indifference
Antoinette Marie(1755ndash1793) queen of France to whom is attributed this statement on the
solution to bread famine ldquoLet them eat cakerdquo [Fr Hist on the part of the employees on
their own development In another study Abraham (1989) observed that HRD climate is a
powerful intervening variable An intervening variable is a hypothetical concept that
attempts to explain relationships between variables and especially the relationships between
independent variables and dependent variables in translating HRD practices into profit
Venkateswaran (1997) found that to a large extent a favorable HRD climate was prevalent
in a public sector undertaking in India Srimannarayana (2001) identified below average level
of HRD climate in a software organization in India However Agarwala (2002) found that
the HRD climate was significantly more developmental in IT industry when compared to the
automobile industry the business of producing and selling self-powered vehicles including
passenger cars trucks farm equipment and other commercial vehicles Mishra amp
Bhardwaj (2002) concluded that the HRD climate in a private sector undertaking in India was
good Rodriguess (2004) study in the engineering institutes in India found the HRD climate
highly satisfactory Srimannarayana (2007) found that a moderate HRD climate was
prevailing in Dubai organizations Pillais (2008) study identified that HRD climate existing
in banks as moderate This study further found that a supportive HRD climate in banks
18 | P a g e
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
stimulated the learning orientation of the employees The Present Study using the
questionnaire developed by XLRI the present study was conducted in India to find out the
extent of HRD climate prevailing in the organizations in India The information was collected
from 1905 respondents In the context of marketing research a representative sample drawn
from a larger population of people from whom information is collected and used to develop
or confirm marketing strategy working in 42 organizations Among them 18 were in
manufacturing sector producing a wide variety of products such as steel automobiles
medicines electrical and electronic equipment fast moving consumer products etc
HRD encompasses the development oriented activities of the organization through employee
satisfaction For an Individual to perform productively the climate prevailing in the
organization needs to be Conducive for his development A review of literature in area of
lsquoHRD Climatersquo reveals that it has emerged as crucial factor for competitive advantage in
current business scenario Deal amp Kennedy (1982) and Peter amp Waterman (1982) suggest that
organizational culture can influence performance and commitment in an organization and a
high degree of organization performance is related to a strong culture that is a culture with
well integrated and effective set of values belief and behaviors In this context it has also
been established in Helena etal (2003) investigation to find out how the perceived
organizational climate of a work place was related to symptoms both of the organization and
the employees and how these factors varied according to socio-demographic and work-
related characteristics it was found that part of the impact of the organizational climate on
sickness absence was not caused by an increase in work-related symptoms Even
organizational climate seems to correspond not only with organizational practices and
leadership but also with the occupational health The organizational climate is used as
research tool and it attempts to reduce the workndashrelated illndashhealth and sickness absenteeism
19 | P a g e
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Also the study conducted by MSrimannarayana (2010) on human resource development
climate in manufacturing sector having aims to explore extent of HRD climate prevalent in
manufacturing organizations in India Based on the information collected from 726
employees working in 18 organizations in manufacturing sector in India this study has found
that the overall HRD climate prevailing in this sector is of moderate level only Also
Category wise analysis leads to the conclusion that OCTAPAC culture has been more
prevalent than HRD mechanisms and general HRD climate Training and performance
appraisal appear to be more mature practices rather than career planning rewards and
employee welfare At last of the study also it appeared that the organizations focus more on
business rather than people Ultimately the researcher suggested that the organizations may
introduce fair employee welfare programmes and reward systems to improve employee
satisfaction levels and subsequently to gain advantage from the satisfied workers to increase
productivity However Rohmetra (1990) conducted a study on banking sector of JampK for
determining in it the HRD climate and the attitudinal perception of 102 employees covering
senior middle and lower managerial levels as well as the clerical staff The study has shown
that there exists an intimate degree of trust and that attitudinally they are well-disposed
towards each other Bhardwaj and Mishra (2002) conducted a study with a sample of 107
senior middle and higher level managers of a private sector organization which is one of
Indiarsquos largest multi-business companies On the whole the existence of good HRD climate
in the organization was covered by the study The managers in general showed a favourable
attitude towards HRD policies and practices of the organization They were satisfied with the
developmental policies of top management as well as happy with the prevailing HRD climate
in the organization In the same line by Ishwar Dayal etal (1996) carried out a study of HRD
Climate in Indian Oil Corporation and his study found that the prevailing HRD Climate was
positive for employee for learning In this context Gani and Rainayee (1996) conducted study
20 | P a g e
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
in HRD Climate in Large Public Sector Organization in Kashmir and concluded that climate
existing in the organization for employee development was picking up and it was further
observed that compared to managerial personnel workers were less genuine The
comparative study on 20 leading firms in banking industry of India conducted by
Priyadarshini and Venkatapathy (2004) was completed with the help of 200 complete
responses which were collected from 20 leading banks The study has highlighted that
employees have a strong sense of belonging and that there is sense of equality with regard to
the common facilities provided to the employees Srimannarayan M (2007) also conducted a
study in a local bank of Dubai and found that a good HRD climate was prevalent in the
organization He found out the difference in the perception of employees regarding the HRD
climate on the basis of demographic variables In the same line also Heny ford summarised
and stated the connection between job satisfaction and organisational performance He also
said that the employees get satisfaction in their work performance where as performance of
employees depends the empowerment and facilities have been available in the workplace It
has been helped a lot to the employees to get encouragement and reward for their effort In
this context also he stated that professional qualification can help to employee to provide
faster accurate and quality service to the customer and also able to take good decision
without delay So this sense of ability and competency increase the level of job satisfaction
In the same line also it has been stated by Dr Srinibash Dash and Professor J
Mohapatra(2012) in their study on HRD climate in Rourkela steel plant one of the major
steel producing public company in the country under the control of SAIL The study is aimed
at assessing the extent of developmental climate prevailing through identifying and
measuring the perceived organizational culture and its various dimensions The findings of
the study helped to identify the weaker aspects of culture in terms of values and beliefs that
prevail in the organization On the basis of these diagnoses the management can take the
21 | P a g e
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
opportunity to work upon the identified weaker aspects and develop better organizational
culture RSPrsquos top management needs to take Necessary steps for developing resource plans
action plans and work environment plans needs to be taken by the top management to reduce
the perception gap between managementsrsquo belief in and support for HRD among the
employees According the researcher they also stated that Performance-potential matrix
across all grades should be prepared and posting promotions job rotation and succession
plan should be integrated with this Further the management should focus on to gain the
confidence of employees in its welfare activities through reintroduction of the schemes
which were partially or completely withdrawn gather information about employeersquos welfare
needs through a systematic survey etc On the conclusion part of the study they stated and it
clearly reveals that there is considerable scope for the development and implementation of
appropriate HRD programmes and interventions in RSP as well as various other sectors in the
country By doing this we can ensure enhancement of employee competencies dynamism
motivation and effectiveness in a systematic and planned way
HUMAN RESOURCES CLIMATE SYSTEM
An organizationrsquos success is determined by the competencies and motivation of the
employees Sincere and capable employees are the assets of any organisation Individuals can
be helped to give their full contribution according to their potentials if the organizations
provide right type of human resources climate This helps to achieve the goals of the
organization and thereby ensuring optimum utilizations of human resources Congenial
Human resources climate is extremely important for development of employees and
organizations Effective implementation of all the human resources system ultimately results
in building a congenial human resources climate which promotes growth development for
individual as well as organization Many studies conducted on motivation over the past 40
22 | P a g e
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
years have shown that the human resources climate in the workplace has a significant impact
on employee behavior and organizational results Congenial and positive work atmosphere
can make a lot of difference in the way employees work This in turn affects the productivity
of the organization The human resources climate is part of the overall organizational climate
Human resources climate is considered as very important part of the overall human resources
system The study of human resources system will never be complete without studying the
human resources climate The human resources climate of any organization depends on the
overall organizational climate and organizational climate is a result of broader organizational
culture
Organizational Culture Climate and Human Resources Climate
In order to study the human resources climate as part of the overall human resources system
it is essential to look at the terms such as organizational culture and organizational climate
Organizational culture is described as all the unwritten rules practices attitudes and beliefs
that affect the way in which business is done in any organization In a way it is the behavior
displayed by the top leaders in any organization and becomes part of the unwritten policies It
does influence the behavior of employees and underpins the interactions of staff and
customers It is holistic traditionally determined constructed in a social context soft and
difficult to change Organization culture is the guiding force under which organization
climate and human resources climate are developed In other words organization culture
decides the organization climate and organization climate decides the human resources
climate Organizational climate is often defined as the recurring patterns of behavior
attitudes and feelings that characterize working life in the organization Although culture and
climate are related climate often proves easier to assess and change Organizational climate
refers to the morale and perceptions of the members of the organization and is quite
23 | P a g e
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
subjective in nature It is rather sensed than something which is recognized cognitively
Organizational climate are a set of attributes which are perceived about a particular
organization and is mainly derived from the interaction of members and environments It is
the combined perception of individuals which differentiates one organization from other In
other words it is sum total of experiences one feels as a member of the organization and
senses as an outsider It is the overall impression of the organization perceived by the
members and environment in which they work
Factors that Affecting Organizationrsquos Human Resources from outside the Organization
1 Technological Innovation
Rapid technological changes and innovations are taking place all over the world As a result
of these technological changes technical personnel are increasingly required Hence
procurement of technically skilled employees is necessary to match the changing job
requirements
2 Economic Factors
Economic conditions influence financial ldquohealthrdquo of the organization Under favorable
economic conditions expansion of existing programmes and creation of new programmes are
very likely With less favorable or deteriorating conditions contraction or cancellation of
some programmes may be necessary Thus a number of economic factors affect human
resources management of an organization by influencing its operations
24 | P a g e
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
3 Employeersquos Organizations
Employeersquos organizations have mustered strength that is parallel to the growth of
industrialism Labor unions seek to bargain with management over the terms and conditions
of employment for their members As a consequence most HR activities are subject to joint
decision making when employees are represented by a union
4 Labor Markets
In labor markets organizations seek employees (demand for labor) and individuals offer their
availability to organizations (supply of labor) Labor supply and demand have implications
for all activities but particularly for compensation and external staffing Moreover they are
generally not subject to organization control thereby creating potential turbulence and
uncertainty for HR management
5 Changing Demand of Employers
Organizations also undergo changes and consequently their demands for employees will also
change The technological revolution and neck-to-neck marketing competition amongst most
of the organizations demand that the existing employees adapt to the every changing work
situations and learn new skills knowledge etc to cope with the new changes
6 Legal Factors
One of the most important external factors that affect HRM is the legal environment The
management cannot manage the human resources unilaterally It is now compelled to manage
its employees according to the legislation enacted by the government at the centre and the
states The important legislation enacted in India affecting HRM is-Factories Act Trade
Unions Act Workmenrsquos Compensation Act and The Payment of Wages Act The Minimum
Wages Act Payment of Gratuity Act and The Maternity Benefit Act The government
believes that it is the custodian of industrial and economic activities and hence legislation
25 | P a g e
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
7 Human Resource in the Country
The structure values and the level of education of human resources in the country influence
the HRM function of any organization The influence of manpower in the country can be
studied through
(a) Change in the structure of employment with the entry of workforce with different
backgrounds
(b) The changes that have taken place in the structure of the workforce over the years and
that have led to the emergence of new values in the organizations
(c) Increased level of formal education has led to the changes in attitude of employees The
well-educated employees always challenge and question the managementrsquos decisions and
want a voice in the companyrsquos affairs that affect their interest
Thus many environmental factors affect the performance of specific tasks of HRM Changes
in the internal and external environmental factors complicate the job both of line and
personnel managers in overseeing the contributions of human resources Considering the
complexities and the challenges in the HRM now and in near future management has to
develop sophisticated techniques and competent people to manage personnel on sound lines
HRD in Indian Organizations Current Perspectives and Future Issues
In recent years Human Resource Development (HRD) has emerged as a distinct area of
concern in organiza- tions This paper presents an overview of HRD practices in a variety of
Indian organizations and identifies areas that need attention of HRD managers and
academicians There are three distinctly identifiable approaches among Indian organizations
that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach
26 | P a g e
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
and (c) Selective Approach Although in practice there are overlaps among these approaches
this classification is useful for discussing the various patterns of HRD management
Man-Centered Approach
Based on humanistic considerations HRD according to this approach is a philosophy shared
by managements that believe development of people to be their primary responsibility This
belief governs personnel welfare and other organizational policies and practices concern-
ing its employees Factors like promoting trust open communication authenticity in
interpersonal relation- ships and welfare of employees and their families are given top
priority Development of people thus be- comes an end in itself in such organizations The
assumption underlying this approach is that improving an employees capability and
developing himher is solely the responsibility of the employer and therefore should be
pursued as a programme This style of management favors personalized relation- ships It is
more likely to be found in family-managed organizations than in those managed by paid chief
executives Such organizations have progressive welfare practices for employees and their
families and a managerial orientation which can be described as paternal They follow
practices that are way beyond what is required by law with respect to matters like health
education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand
Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices
much before legislations on these matters were even framed This approach emphasizes the
salience of extrinsic job factors Management-employee relationships are generally informal
The senior management staff attends to the well-being of employees at all levels Trust and
confidence between employees and the employer is built through personalized relation- ships
This often enables managers to practice openness in their relationships The most important
27 | P a g e
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
feature in such organizations is the confidence the employees have in the chief executive He
is a father figure and is respected by employees at all levels
HRD IN PHARMACEUTICAL SECTOR
Human Resources Management has been considered as very vital aspect right from
inception manpower planning induction training programme development amp promotion In
every particular area HR Department helps for increasing the productivity amp organizational
goals both in long time and short time in the changing environment either for existence or for
stability For growth the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be done There is a
change of concept from HRM to strategic HRM Indian pharma industry is facing a
considerable change in its aims objectives parameters of growth in changing scenario on
account of globalization at the corporate level merger acquisition phases are taking made
abreast intrinsic life style health care and health consciousness and caution‟s has risen such
an unimaginable heights never before an attempt is made here to focus on issue of
development of HR practices in pharmaceutical industries While in the pursuit of this search
a reference has been given to the earlier research in the field to avoid the repetition but some
of the points have been thought in the uncommon and different ways In the air of
globalization free economy disinvestments policy privatization of public sector amp
privatization of health matter on the agenda of central government a versatile thinking amp
square approach is made in this particular project Availability of information to the public
on general data amp information available on net face to face interviews with the authorities
formal amp informal conversations even at the grass root level response to the pre-designed
28 | P a g e
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
questionnaire has helped in this research work though there is an accessibility amp proximity to
the present principles procedures amp practices in HRM of every organization Every
organization has got its unique way of approach coupled with secrecy amp confidentiality the
limitations on accounts of this has a major hurdle in the work undertaken The survey carried
out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as
Pune District This is a representative survey of different companies having different policies
amp distinct approaches thus the conclusion inferred after research can be if immense help to
the other organization in the pharma industries for guidance reference amp comparison to cost
in future their approach to manpower planning amp HRM Human Resource Development is
concerned with people dimensions of the organization The organization objectives can be
best achieved by acquiring human resources develop them cast them for our need amp
motivate them for still better performance and ensure that they continue to maintain their
involvement commitment loyalty to the organizational The Human Resource
Development basically consists of three c‟s ie competencies commitment and culture
During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource
Development and Practice in Indian Industry Earlier to that personnel functions were used
traditionally ie to look after salary administration absenteeism new employment and
maintenance of industrial relation The employee was viewed in terms of laws and procedures
laid down by personnel management but the management realized the importance of man
above money machine and material Hence the concept of human resource development was
introduced and gained ground
Human resource management is a system a philosophy policy and practices that can
influence individuals working in an organization 1 An effective and competitive human
resource is the key strength of organizations in facing the challenges of business today HRM
is the part of an organization that is concerned with people working in an organization 2
29 | P a g e
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Successful organizations recognize the significance of human element in the organizational
success and emphasize on their development satisfaction commitment and motivation in
order to attain desired objectives 3 Sustainable development of a company depends upon
effective management of human resources The importance of human resource management
in healthcare lies in the fact that a well-managed human resource department is vital for the
delivery of efficient and quality healthcare services 1 When examining the role of human
resource management in healthcare system from a global perspective many challenges exist
either internally or externally which adversely affect the delivery of quality healthcare
services In developed countries the human resource managers have indentified the
challenges they face and have developed different strategies to overcome these challenges 5
But in developing countries like India they are still facing many challenges 6
The scope of HRM is very vast and it consists of
a Human Resource planning
b Recruitment and selection
c Training and development
d Organizational development
e Career development
f Job Design
g Performance Management System
h Compensation and Benefits
30 | P a g e
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
There are as such no standard guidelines laid down by Government authorities and private
organizations Standard HR policies and practices differ from organization to organization
depending upon size type purpose classification and location of the organization These
guidelines are designed and tailored as per the need of the hour and also organization as well
as Government regulations The data groups of industries have laid down the standard
guidelines for their organizational set up They do not follow the guidelines set up by other
organizations as the other organizations follow their own guidelines This is so because these
organizations have laid down their own guidelines on the basis of their own experience
expectations and to serve their primitive purpose Hence as said earlier no standard guidelines
have been laid down and as such they differ from organization to organization In the wake
of globalization and privatization policy the organizations have to adopt innovative ways to
survive and to remain in competition It is being realized that Human factor gives
competitive advantage to the organization If human resources are treated as assets and by
carefully nurturing their creativity competence the organization can successfully accept the
challenges and encounter in a fast changing business environment all organizations with
enterprising enthusiastic competent motivated and satisfied work force will remain
successful Creation of human assets calls for formulating appraisal policies and practices in
every developmental stage viz planning acquisition nurturing developing motivating
rewarding and retaining of manpower It calls for integrated policies with a strategic
planning of the organization and also aligning with a conclusive culture and climate The
policies have been such that it develops a culture of learning encourages teamwork and result
in enhanced performance The practices should be such that the employee remains committed
to the organization and adds value to the business In the formal analysis the HR policies and
practices should have impact on bottom line of the organization Our great Earth is
dominated by human beings Human race that evolved throughout the great ages of struggle
31 | P a g e
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
and development has brought about civilizations of spectacular and tremendous
developments in all the fields of human activity Scientific developments and splendid
techniques have contributed to the development and progress in agriculture industry
engineering medicine and pharmacy To meet the requirements of human beings for their
existence and qualitative living human resources have been nurtured and developed Industry
thrives not only on money machines and materials but more especially on human endeavors
Mother India has been marching along the path of progressive independence Along with
industrial and economic development health care arid quality of human life have been
emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays
ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused
by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle
for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy
and promote healthy living the research and development departments in the organizations of
pharmacy and medicine need tremendous boost in terms of trained and talented and
committed human resources This requirement which is increasing day by day necessitates
the development of human resources The parameter of progress of pharmaceutical
productivity consists of the excellence of human resources in pharmaceutical industry This
encircles readily available economically affordable with consistent standard quality without
side effect and result oriented medicines Proximity and accessibility of medicines is in tune
with existing need of the user The lives saving medicines are as important as food water air
and sunlight The govt should create a regulatory body for monitoring the affordable price
availability and quality
32 | P a g e
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Relevance of HR Development
Human resource development plays a significant role in bdquopharmacy‟ mainly because
pharmacy does merely deliver products of health-care but quality‟ of great-care Through
innovations in formulations and preparations of drugs the drug manufacturers both in the
public and private sector have been contributing significantly to the growth of pharmacy
The growth of drug manufacturing industries actually or accelerated during the 1960s even
though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta
started drug manufacturing activity in India Further the Planets Act in 1970 paved the way
for progress Human Resource talents contributed to the growth of the Indian and world
markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs
at comparatively low costs Development of human resources in the pharmaceutical industry
lead to rapid strides in drug innovation especially in large drug manufacturing companies in
India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT
industry] unscheduled working hours during long night hours [eg BPO service centers]
nuclear families craze for fast food and addiction etc leads to ill health To restrict
repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
What is needed to Develop Organizational Climate in Organization
Top to Bottom effort - Organization is considered to be complete organization after
including top authority to bottom line of workers And whenever we talk about development
at organizational level effort is needed from top level to bottom level Top authority should
not have thinking in their mind that their task is to only take decisions but they should also
emphasized on proper implementation of decision by adopting various controlling technique
Bottom level workers should have loyal mind-set towards their organization Bottom level
33 | P a g e
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
workers have to work with dedication They should have realization that organization is their
organization
Motivator role of Manager and Supervisor - To prepare Human Resource Development
Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the
key players Manager and Supervisors have to help the employees to develop the
competencies in the employees To help the employees at lower level they need to updated
properly and they need to share their expertise and experience with employees
Faith upon employees - In the process of developing HRD Climate employer should have
faith on its employeersquos capabilities Means whatever amount is invested that should be based
on development of employees Top management should trust the employees that after making
huge effort to develop employees employees will work for the well being of organization and
for human being also
Free expression of Feelings - Whatever Top management feels about employees they have
to express to employees and whatever employees think about top management it must be
express in other words we can say that there should not be anything hidden while
communication process Clear communication process will help to establish the HRD
Climate
Feedback - Feedback should be taken regularly to know the drawbacks in system This will
help to gain confidence in employees mind Employee will trust on management and he can
express his opinion freely which is very good for HRD Climate Feedback will help to
remove the weakness
Helpful nature of employees - Whenever we talk about 100 effort then we have to talk
about employeersquos effort too Nature of employees should be helping for management and for
34 | P a g e
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
its colleagues They should be always read to help to customers too
Supportive personnel management - Personnel policies of organization should motivate
employees to contribute more from their part Top managementrsquos philosophy should be clear
towards Human Resource and its well being to encourage the employees
Encouraging and risk taking experimentation - Employees should be motivated by giving
them authority to take decision This concept is risky but gradually it will bring expertise in
employees to handle similar situation in future It will help to develop confidence in
employees mind Organization can utilize and develop employees more by assigning risky
task
Discouraging stereotypes and favoritism - Management need to avoid those practices
which lead to favoritism Management and Managers need to give equal importance Those
people who are performing good they need to appreciate and those who are not performing
well they need to be guided Any kind of partial behavior should be avoided
Team Spirit - There must be feeling of belongingness among the employees and also
willingness to work as a team
Measuring HRD Climate
Economic condition ndash An organizationrsquos economic condition influences its culture in several
ways The more prosperous an organization is the more it can afford to spend on research and
the more it can afford to risk and be adventurous
Leadership Style - An organization leadership style plays a profound role in determining
several aspects of its culture An authoritarian style may make the organizationrsquos culture
35 | P a g e
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
characterized by high position structure low individual autonomy low reward orientation
low warmth and support and so on or it may be opposite like goal directed leadership
Managerial assumption about human nature - Every act on the part of the management
that involves human beings is predicated upon assumptions generalizations and hypotheses
relating to human behavior There are two theories of behavior (Theory X and Theory Y)
Managerial values and ethos - The feeling of managers about norms and values what is
good and what is poor as management practice There are few dimensions on which it can be
checked They are ndash self-awareness risk-taking participation bureaucracy equity
employeersquos security and growth
Organization size - An small organizations there are few levels of management these are
generally more amenable to democratic and participative functioning than big organizations
More open communication system in small organizations Hence these organizations have a
different type of climate than what are in big organizations
HRD mdash SOME CONCEPTS
HRD is mainly concerned with developing the skill knowledge and competencies of people
and it is people-oriented concept When we call it as a people-oriented concept the question
of people being developed in the larger or national context or in the smaller organizational
context Is it different at the macro and micro level HRD can be applied both for the
national level and organizational level But many personnel managers and organizations view
HRD as synonymous to training and development Many organizations in the country
renamed their training departments as HRD departments Surprisingly some organizations
renamed their personnel department as HRD departments Some educational institutions
started awarding degrees and diplomas in HRD even though the concept is not yet crystal
36 | P a g e
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
clear HRD from organizational point of view is a process in which the employees of an
organization are helpedmotivated to acquire and develop technical managerial and
behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to
perform present and future roles by realizing highest human potential with a view to
contribute positively to the organizational group individual and social goals A comparative
analysis of these definitions shows that the third definition seems to be comprehensive and
elaborate as it deals with the developmental aspects of all the components of human
resources Further it deals with all types of skills the present and future organizational needs
and aspect of contribution to not only organizational also other goals The analysis of the
third definition further shows that there are three aspects viz
1 Employees of an organization are helped motivated
2 Acquire develop and mould various aspects of human resources and
3 Contribute to the organizational group individual and social goals
The first aspect deals with helping and motivating factors for HRD These factors may be
called acirceuro˜Enabling factors which include Organization structure organizational climate
HRD climate HRD knowledge and skills to managers human resource planning recruitment
and selection The second aspect deals with the techniques or methods which are the means to
acquire develop and mould the various human resources These techniques include
Performance appraisal Potential appraisal Career planning and Development Training
Management development Organizational development Social and Cultural programs and
Workers participation in management and quality circles The third category includes the
outcomes contribution of the HRD process to the goals of the organization group individuals
and the society
37 | P a g e
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
HRD climate and communication
The communications that arise not out of formal relations between people but out of informal
or social relationship is called the grapevine or informal communication The management
has no absolute control over this type of communication as they neither created nor destroyed
it Communication need not flow through authority- responsibility relationship or channels of
organization in informal communications In informal communication there is no formal
superior subordinate relationship
The informal communication does both good and bad to the organization
The advantages of informal communication are
1 It acts as a driving force to untie the workforce in cases of common matters
2 It saves time and energy as the information flows at high speed
3 It has immediate response from the receiver
4 It provides the scope for creation of new ideas
5 It satisfies the communication needs of various employees
6 It provides scope for immediate feedback
Informal communication suffers from various drawbacks They are
a Informal communication sometimes spreads wrong information and rumors
b It distorts information
38 | P a g e
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
c Grapevine provides only inadequate information
d Information provided through grapevine has no formal authority and
e It overlooks superiors
The most effective communication results when managers utilize the informal organization to
supplement the communication channels of the formal organization It should be remembered
that it is a part of the manager job to have a little control over this informal communication so
that he can take the appropriate action to minimize the adverse effect of this channel
Organizational climate is very important in the context of communication Organizational
climate is the summary perception which people have about an organization It is thus a
global expression of what the organization is Organizational climate refers to a system of
shared meaning held by members that distinguishes the organization from other
organizations
The characteristics of organizational climate are
1 Individual Initiative The degree of responsibility freedom and independence that
individuals have
2 Risk Tolerance The degree to which employees are encouraged to be aggressive
innovative and risk-seeking
3 Direction The degree to which the organization creates clear objectives and
performance expectations
4 Integration The degree to which units within the organization are encouraged to
operate in a coordinated manner
5 Management Support The degree to which managers provide clear communication
assistance and support to their subordinates
39 | P a g e
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
6 Control The number of rules and regulations and the amount of direct supervision
that is used to oversee and control employee behavior
7 Identity The degree to which members identify with the organization as a whole
rather than with their particular workgroup or field of professional expertise
8 Reward System The degree to which reward allocations are based on employee
performance
9 Conflict Tolerance The degree to which employees are encouraged to air conflicts
and criticisms
10 Communication Patterns The degree to which organizational communications are
restricted to the formal hierarchy of authority
Communicating with the Employees
Both formal as well as informal communication channels are used to communicate with the
employees In addition to following written communication oral and nonverbal
communication should be relied upon In addition to downward communication to
communicate rules procedures and programs of the organization to employees employees
should also be encouraged to communicate to their superiors In order to make use of team
work all channels of communication or star communication pattern should be encouraged
Interpersonal communication should be encouraged with a view to develop interpersonal
relations Employees should also be encouraged to develop effective and active listening
skills
WHAT CONTRIBUTES TO HRD CLIMATE
The following factors may be considered as contributing to HRD climate
40 | P a g e
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
1) Top Management Style and Philosophy A developmental style a belief in the capability
of people participative approach openness and receptivity to suggestions from the
subordinates are some of the dimensions that contribute to the creation of a positive HRD
climate
2) Personnel Policies Personnel policies that show high concern for employees that
emphasis equity and objectivity in appraisals policies that emphasis sufficient resource
allocation for welfare and developmental activities policies that emphasis a collaborative
attitude and trust among the people go a long way in creating the HRD climate
3) HRD Instruments and Systems A number of HRD instruments have been found to
generate a good HRD climate Particularly open systems of appraisal with emphasis of
counseling career development systems informal training mechanisms potential
development systems etc contribute to HRD climate
4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are
likely to generate a positive HRD climate
5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of
HRD and personnel people plays a very critical role in generating the HRD climate If the
personal behavior of any of these agents is not supportive the HRD climate is likely to be
vitiated
6) Commitment or Line Managers The commitment of line managers to the development
of their subordinates is a very important determiner of HRD climate If line managers are
willing to spend a part of their time for their subordinates it is likely to have a positive
impact
41 | P a g e
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
OBJECTIVE OF THE STUDY
The following are the objectives of the research project report
42 | P a g e
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
1 To examine the variables affecting the HRD climate in pharmaceutical sectors
2 To study the variables those are significantly correlated
3 To examine the various variables which can have bearing on the HRD climate
in an organization
4 To examine the various variables which need to be improved for better HRD
climate in an organization
Importance of the study
The importance of a project report is following
43 | P a g e
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
The study will help to know that what additional features amp what facilities should be
to increase
The procedure of human resource development in pharmaceutical sector
It helps in identify reason behind problems
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development
It is important to know challenges amp prospects in view of future with unique
suggestionsamp HRD facilities that will be preferred by the industries
Environmental factors of HR are prime influencing elements of change in HR
strategy
It gives HR professionals time to anticipate opportunities in HR area and time to
Plan optional responses to these opportunities
It helps HR professionals to develop an early warning system to prevent threats
Emerging out from HR scenario or to develop strategies which can turn a threat
It forms a basis of aligning the organization strengths to the changes in the
environment
It enables the entry of the latest nationalinternational HR developments
Scope of the study
44 | P a g e
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
The project report covers the human resource development and variables For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries
India Here the researcher collected the recent year data the study extends the knowledge of
human resource development in India Here the mainly consider about pharmaceutical
industries to completing the research project report
To prepare Human Resource Development Climate Manager and Supervisorrsquos
responsibilities are more or we can say that they are the key players Manager and
Supervisors have to help the employees to develop the competencies in the employees To
help the employees at lower level they need to updated properly and they need to share their
expertise and experience with employees
Research Methodology
45 | P a g e
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Research as ldquoA systematic investigation including- research development testing and
evaluation designed to develop or contribute to generalizable knowledge Activities which
meet this definition constitute research for purposes of this policy whether or not they are
conducted or supported under a program which is considered research for other purposes For
example some demonstration and service programs may include research activitiesrdquo
Introduction
According to Cassel C amp Symon G (2004) all research involves data collection
and analysis whether through observation reading measurement asking question or a
combination of these or other strategies The collection of the data and for research may
however vary considerably in its characteristics In simple words research can be primary or
secondary In primary research the collection of data is specifically for study at hand It can
be obtained by communicating directly or indirectly with the subject or directly by the
investigator Qualitative research and quantitative research are included in the direct
communication techniques For the purpose of this research a combination of primary and
secondary data has been used and under primary although largely quantitative data was
collected room for qualitative data was made available whenever thought necessary
Methods of Collection of Data
Flower (1985) opines the choice of collection of data mode-mail personal interview
group administration or telephone is directly related to the sample frame research topic
characteristics of sample and the resources available it has implication of rates of response
question form and survey costs As mentioned earlier that there are two main researches
which are primary and secondary research
Primary Research
Primary research is conducting original research to obtain a variety of social indicators that
can help to determine the risk of community and protective factors identify community
46 | P a g e
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
resources and determine community readiness for prevention efforts For instance primary
research can involve researching community laws and surveys to determine norms gaps
attitudes or social services Some methods of conducting primary research are as follows
1048707 Questionnaires
1048707 Experimentation
1048707 Observation
1048707 Documentary Sources
Secondary Research
Secondary research as ldquodata which already exist in some form having been collected for a
different purpose perhaps even by a different organization and which might be useful in
solving a current problemrdquo Although secondary research less expensive than primary
research it is not always accurate useful as specific custom-made research There are
various sources available to the marketer and the following list is by no means conclusive
1048707 Census data
1048707 Public records
1048707 Business libraries
1048707 Trade directories
1048707 Trade Associations
1048707 Websites
1048707 Omnibus surveys
1048707 Published company accounts
1048707 previously gathered marketing research
1048707 Informal contracts
1048707 National International governments
1048707 Professional institutes and organizations
47 | P a g e
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
1048707 National and local press Industry magazines
Types of Secondary data include
There are basically two types of research ofresearch methods qualitative and
quantitative Silverman (2000) opines that the danger in the title however is it seems to
assume a fixed preference or pre-defined evaluation of what is good (ie qualitative) and bad
(ie quantitative) research
Research Process
ldquoThe research process is the step-by-step procedure of developing ones research mdash
and research paper However one can seldom progress in step-by-step fashion as such It is
often necessary to revise an initial research plan The research process involves identifying
locating assessing analyzing and then developing and expressing your ideas These are the
same skills that will be needed in the post-university real world when you produce reports
proposals or other research for your employer All of these activities will be based on
primary and secondary sources from which recommendations or plans are formulatedrdquo There
is no fixed number of stages to be followed since it varies from research to research At the
same time every research process does in reality follow a common trend in its completion
This includes formulating and clarifying a topic reviewing the literature choosing a strategy
collecting the data analyzing the data collected and finally writing up
Research Design
Naresh K Malhotra (2004) opines that research design is a blueprint or framework for
conducting the research project It is in simple words a plan for study that guides the
48 | P a g e
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
collection and analysis of data It in fact is the central part of any activity involving any
work of research It serves as a guide to the investigation methods the instruments in
research used nature of data with the sampling frame and plan One of its key features should
be to hold the parts and phases of the enquiry together It should be comprehensive in its
coverage of the work ie it should allow for logic tight-ness precision and effective use of
resources A research design lays the foundation for conducting the project A good research
design will ensure that the research plan is conducted efficiently and effectively
Sampling
Pharmaceutical sectors are chosen for understanding the human resource development
benefits and its factors in Indian industries
Nature and Type of Pharmaceutical Industry
Table- 1
49 | P a g e
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Chart- 1
58
17
25
Direct manufactureThird PartyLoan License
Analysis-In the above graph it is showed that nature of pharmaceutical industry are direct
manufacturer are 7 third party 2 and loan license are 3
Interpretation- The above figure shows that the nature and type of Direct Manufacturer
are more than third party and loan license companies
Which is the factor that enforces employees to work with
pharmaceutical industry
50 | P a g e
Direct
manufacturer
Third Party Loan License
7 2 3
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Table- 2
Dimensions Impact on stress level Non-impact on
stress level
Job Security 279 456
Social 221 529
Fiscal Equity 338 353
Skill Variety 250 412
Autonomy 176 512
Advancement 418 403
Recognition 338 441
Task Identity 338 559
Feed Back 206 397
Chart- 2
51 | P a g e
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Job Securit
ySo
cial
Fisc
al Equity
Skill
Variety
Autonomy
Advancement
Recogn
ition
Task Id
entity
Feed Back
0
10
20
30
40
50
60
456
529
353
412
512
403441
559
397
Impact on stress levelNon-impact on stress level
Analysis-
The above table shows various factors that enforce the employees to
work in a pharmaceutical industry
Interpretation-
From the analysis we came to know that the financial security and
technology soundness is very much necessary for any industry
What are the market shares of pharmaceutical industry
Chart- 3
52 | P a g e
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
05 1 15 2 25 3 35 4 450
102030405060708090
100
shree prakash pharmaceutical
Lupin
ranbaxy
Analysis-
The above chart shows the market share of the pharmaceutical industry with other industry
Interpretation-
From the analysis we came to know that the market share of pharmaceutical industry is quite
good
No of Employees in Place
Table- 3
53 | P a g e
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
gender Managerial supervisory
Male 14 6
Female 16 24
worker No Contractual staff
No
skilled 2400 male 1200
unskilled
3000 female 1800
Chart- 3
Male Female0
5
10
15
20
25
1416
6
24
Managerialsupervisory
skilled unskilled0
50010001500200025003000
No
No
male female0
500
1000
1500
2000
No
No
Analysis-
54 | P a g e
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
The above chart shows that in pharmaceutical mainly 14 male and 16 female work
managerial work and skilled 2400 and unskilled 3000worker in which maximum 1200 male
and 1800 female on contractual basis
Interpretation-
From the analysis researcher comes to know that maximum female handle the managerial and
supervisory works and the unskilled worker is mare than skilled worker
Method of estimating manpower requirements
Table-4
Sr No Method No of companies using this method
1 Work study sampling
9
2 3000Planned productivity estimation
1
55 | P a g e
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
3Statistical
Methods (Like regression correlation
etc)
1
4 Super annuation -
cum replacement
charts
1
Chart- 4
1 2 3 40
1
2
3
4
5
6
7
8
99
1 1 1
2
Sr NoMethodNo of companies us-ing this method
Analysis
The above chart shows that in pharmaceutical co used method Work study sampling 9
companies 3000Planned productivity estimation used by 1 company Statistical Methods
(Like regression correlation etc) used by 1 company Super annuation cum replacement
charts used by 1 company
Interpretation From the analysis researcher comes to know that maximum
companies used the method of Work study sampling out of 10 companies
56 | P a g e
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Findings
In every project report it is considered to be an important part to find and analyze all the facts
and figures been produced by the research work It helps in drawing out final conclusions and
reaching at a final result or to find the solution of the problem for which the research is being
done In the winter project the research is been carried out on the HRD climate of Indian
Industries their layout implementation policies rules and regulations that are been carried
out in an organization The research is done to analyze that whether the HRD structure is
fulfilling the demands of the employees or any need or change is been required in their
schedule or not For that purpose a small questionnaire session is been conducted in order to
57 | P a g e
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
find out the employeesrsquo views regarding the current HRD Climate implemented in their
organization
In Pharma manufacturing companies policy regarding ratio of skilled employees
supervisor and managerial staff is 6021 hence above graph and table justifies the no
of employees ratio is adequate
Most of the companies pointed out that manpower requirement were determined on
the basis of work study However the work study generally relates to production
orientation Hence a square approach covering the other aspects such as productivity
relation application of statistical methods and replacement on account of promotion
transfers resignation super annuation and punitive action is also needed to be
covered
Amongst all the companies it was observed that they give 100 importance to subject
knowledge ampwork experience for the selection while PHYSICAL abilities amp
psychological attitudes were also carefully scrutinized during the selection process
Probation period for skilled amp unskilled workmen is 6 months whereas for officers it
is 12 months Ideal HR policy reflects the same thing Because the workmenrsquos skill
could be checked actually while working on machine For officers it is actually work
performed by himher hence it is 1 year
Those maximum companies used the method of Work study sampling out of 10
companies
Maximum female handle the managerial and supervisory works and the unskilled
worker is mare than skilled worker
The market share of pharmaceutical industry is quite good
58 | P a g e
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Recommendations
After completion of the research work the researcher came to some conclusions which could
help in development amp improvement of trading process This is helpful in future development
of the derivative trading The following points come in the suggestion parts which came after
the analysis and conclusion of the research-
Further Research in this area after a span of yearsrsquo time would be worthwhile to do
because the human resource developments are not stable
A research based on pharmaceutical sectors and new company may be come in future
59 | P a g e
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Since human resource development depends on company on a large scale and they are
of a very fluctuating nature further research on exchange rate would be prudent
At the same time research on the interest rate would be sensible because as human
resource have a fluctuating nature variables depends upon the manpower of any country for
its progress and on the whole interest rate are co-related with the human resource
management
In the pharmaceuticals market more scripts are required in the human resource
development segment
To have a consistent method of HRD for losses and gains from the HRM a proper
framework to HRD for needs to be developed
Harmonization of regulations is required
60 | P a g e
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Conclusion
Although an earlier study on the subject has been made there is still a large and wide scope
for scientific study over the HR policies and practices in the pharmaceutical industries
Pharmaceutical industries play a major role in the annual turnover of Indian economy If the
working of these pharmaceutical industries is not smooth and well organized then there is a
possibility that these organizations may collapse resulting in bottlenecks of career of the
employees working in these industries Also it will affect the well being of the consumers
since pharmaceutical industries are directly related to the public health
Over the HR policies amp practices was done however the study did not stretch up to the
pharmaceutical industries Due to globalization liberalization and liberal polices of Indian
Govt the small middle as well as the large scale Pharmaceutical companies are on the way
61 | P a g e
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
of expansion amalgamation joint ventures enriching present market with penetration and
concentration therein Hence there is a growing need for skilled and scientific study of
Human Resource Management in these Pharmaceutical companies Privatization
introduction of new technology latest machinery are all responsible for the expansion of the
companies however the HRM study focuses on the utilization of manpower which is the need
of the Day Proper utilization of manpower helps in the growth expansion and success of the
company and study of HRM policies and practices deals with this utilization of manpower
and hence the need of the Day
Human resource development plays a very important role in the up-bringing of an
organization it plays a major role in the any industry
Today with the help of human resource development the Indian market has recently
rocketed up to become Asiarsquos fourth largest exchange traded derivatives market
In terms of growth of derivative markets and a variety of derivatives users the Indian
market has exceeded or equaled many other Indian markets
The variety of instruments in human resource development instruments available for
developing
Corporations private sectors institutions state-owned and smaller companies are
gradually getting into the act
62 | P a g e
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Limitation
The time available to conduct the study is little it being a wide topic has a limited
time
Limited resources are available to collect the information about the human resource
development
Pharmaceutical market is so much volatile and it is difficult to forecast anything about
it whether you trade online or offline
Some of the aspects may not be covered in my study its gives knowledge about
human resource development small prospects and its challenges
In a rapidly changing industry analysis on one day or in one segment can change very
quickly The environmental changes are vital to be considered in order to assimilate
63 | P a g e
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
the findings
The foremost limitation is regarding the sources of information The information
contained has been obtained from sources believed to be reliable and in good faith
but which may not be verified independently
The limitation is that some of the calculations are based on certain assumptions
considered appropriate
Using several statistical tools derives the estimates Hence the findings obviously
carry all the limitations of the statistical tools used
Same sets of data from different sources are different Since not all the data are
available from a single source an attempt has been made to standardize the data
wherever required which is essential to maintain uniformity throughout the project
The aggregate figures for various parameters are subject to exclusion or inclusion of
various constituent variables While sincere efforts are made to ensure the absence of
mismatch the extent to which this can be done is limited
64 | P a g e
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Bibliography amp References
Books Referred -
A Srikanth and AnupMenon (2003) ndash Index Futures - the Scope of Arbitrage
Alan C Shapiro (2000) Prentice- Hall ndash lsquoMultinational Financial Managementrsquo
Bansal M Bansal N (2003) - Derivatives amp Financial Innovations Bombay Stock
Exchange
Bharti V (1999)Pathak Pearson Education ndash lsquoIndian Financial Systemrsquo
Blaxter (1997) ndash How to Research
David Silverman (2000) ndash Do Qualitative research
Dr NarendraJhadav (2000) ndash Indian Banking
Donald S Tull and Del I Hawkins (1993)- Marketing Research
E Sirisha (2001) ndash Stock Market Derivatives Role of Indices ( 2ndEdition)
65 | P a g e
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Flower (1985) ndash How to collect Data
G R K Murty (2000) ndash Indian Derivatives Market Issues at Stake
Hathaway (1995) ndash Qualitative VS Qualitative research analysis
Hull J (1995) ndash Introduction to Futures and Options Market (1st Edition)
J Marlowe (2000) ndash Hedging Currency Risk and Options and Futures
Journals Referred-
Dhingra G (2010) lsquoAn understanding of financial derivatives of financial
derivativesrsquo The Chartered Accountant March
Kandathil C(2009) lsquoIndian Derivatives Markets ndash Structural Issuesrsquo Chartered
Financial Analyst December
Gulati S (2011)lsquoCurreny Optionsrsquo Chartered Financial Analyst November
Sisodiya AS(2008)lsquoCredit Derivatives Is Indian Banking Sector Readyrsquo Chartered
Financial Analyst July
Website Referred- Web1 Derivative Definition (Online) (Cited on 27thApril 2013) Available from
ltwwwcperformancecomglossaryhtmgt
Web 2 Definition of Forward Contract (Online) (Cited on 29thApril 2006) Available
from ltwwwersusdagovBriefingRiskManagementglossaryhtmgt
66 | P a g e
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-
Web 2 Definition of Forward Contract (Online) (Cited on 30thApril 2006) Available
from lthttpwikipediaorgwikiForward_contractgt
Web 3 Definition of Futures Contract (Online) (Cited on 1thMay2006) Available
from lthttpenwikipediaorgwikiFutures_contractgt
Web 4 Definition of Futures Contract (Online) (Cited on 2thJuly 2006) Available
from lthttpwwwinvestorwordscom2136futures_contracthtmlgt
NSE amp BSE home page
67 | P a g e
- Factors that Affecting Organizationrsquos Human Resources from outside the Organization
-
- 1 Technological Innovation
- 2 Economic Factors
- 3 Employeersquos Organizations
- 4 Labor Markets
- 5 Changing Demand of Employers
- 6 Legal Factors
- 7 Human Resource in the Country
-
- In recent years Human Resource Development (HRD) has emerged as a distinct area of concern in organiza- tions This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes (a) Man-Centered Approach (b) Recipro- cal Approach and (c) Selective Approach Although in practice there are overlaps among these approaches this classification is useful for discussing the various patterns of HRD management
- Man-Centered Approach
- Based on humanistic considerations HRD according to this approach is a philosophy shared by managements that believe development of people to be their primary responsibility This belief governs personnel welfare and other organizational policies and practices concern- ing its employees Factors like promoting trust open communication authenticity in interpersonal relation- ships and welfare of employees and their families are given top priority Development of people thus be- comes an end in itself in such organizations The assumption underlying this approach is that improving an employees capability and developing himher is solely the responsibility of the employer and therefore should be pursued as a programme This style of management favors personalized relation- ships It is more likely to be found in family-managed organizations than in those managed by paid chief executives Such organizations have progressive welfare practices for employees and their families and a managerial orientation which can be described as paternal They follow practices that are way beyond what is required by law with respect to matters like health education housing retirement benefits and canteen facilities J N Tata Shri Ram Walchand Hirachand T V Sundaram lyengar and a few other industrialists started welfare practices much before legislations on these matters were even framed This approach emphasizes the salience of extrinsic job factors Management-employee relationships are generally informal The senior management staff attends to the well-being of employees at all levels Trust and confidence between employees and the employer is built through personalized relation- ships This often enables managers to practice openness in their relationships The most important feature in such organizations is the confidence the employees have in the chief executive He is a father figure and is respected by employees at all levels
- HRD IN PHARMACEUTICAL SECTOR
- Human Resources Management has been considered as very vital aspect right from inception manpower planning induction training programme development amp promotion In every particular area HR Department helps for increasing the productivity amp organizational goals both in long time and short time in the changing environment either for existence or for stability For growth the contribution of HR department is immeasurable though a considerable work has been done in this particular area a lot more is to be done There is a change of concept from HRM to strategic HRM Indian pharma industry is facing a considerable change in its aims objectives parameters of growth in changing scenario on account of globalization at the corporate level merger acquisition phases are taking made abreast intrinsic life style health care and health consciousness and caution‟s has risen such an unimaginable heights never before an attempt is made here to focus on issue of development of HR practices in pharmaceutical industries While in the pursuit of this search a reference has been given to the earlier research in the field to avoid the repetition but some of the points have been thought in the uncommon and different ways In the air of globalization free economy disinvestments policy privatization of public sector amp privatization of health matter on the agenda of central government a versatile thinking amp square approach is made in this particular project Availability of information to the public on general data amp information available on net face to face interviews with the authorities formal amp informal conversations even at the grass root level response to the pre-designed questionnaire has helped in this research work though there is an accessibility amp proximity to the present principles procedures amp practices in HRM of every organization Every organization has got its unique way of approach coupled with secrecy amp confidentiality the limitations on accounts of this has a major hurdle in the work undertaken The survey carried out is for 12 pharma companies in the vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District This is a representative survey of different companies having different policies amp distinct approaches thus the conclusion inferred after research can be if immense help to the other organization in the pharma industries for guidance reference amp comparison to cost in future their approach to manpower planning amp HRM Human Resource Development is concerned with people dimensions of the organization The organization objectives can be best achieved by acquiring human resources develop them cast them for our need amp motivate them for still better performance and ensure that they continue to maintain their involvement commitment loyalty to the organizational The Human Resource Development basically consists of three c‟s ie competencies commitment and culture During 1980 it was Larsen and Turbo Ltd who introduced the concept of Human Resource Development and Practice in Indian Industry Earlier to that personnel functions were used traditionally ie to look after salary administration absenteeism new employment and maintenance of industrial relation The employee was viewed in terms of laws and procedures laid down by personnel management but the management realized the importance of man above money machine and material Hence the concept of human resource development was introduced and gained ground
- Human resource management is a system a philosophy policy and practices that can influence individuals working in an organization 1 An effective and competitive human resource is the key strength of organizations in facing the challenges of business today HRM is the part of an organization that is concerned with people working in an organization 2 Successful organizations recognize the significance of human element in the organizational success and emphasize on their development satisfaction commitment and motivation in order to attain desired objectives 3 Sustainable development of a company depends upon effective management of human resources The importance of human resource management in healthcare lies in the fact that a well-managed human resource department is vital for the delivery of efficient and quality healthcare services 1 When examining the role of human resource management in healthcare system from a global perspective many challenges exist either internally or externally which adversely affect the delivery of quality healthcare services In developed countries the human resource managers have indentified the challenges they face and have developed different strategies to overcome these challenges 5
- But in developing countries like India they are still facing many challenges 6
- The scope of HRM is very vast and it consists of
- a Human Resource planning
- b Recruitment and selection
- c Training and development
- d Organizational development
- e Career development
- f Job Design
- g Performance Management System
- h Compensation and Benefits
- There are as such no standard guidelines laid down by Government authorities and private organizations Standard HR policies and practices differ from organization to organization depending upon size type purpose classification and location of the organization These guidelines are designed and tailored as per the need of the hour and also organization as well as Government regulations The data groups of industries have laid down the standard guidelines for their organizational set up They do not follow the guidelines set up by other organizations as the other organizations follow their own guidelines This is so because these organizations have laid down their own guidelines on the basis of their own experience expectations and to serve their primitive purpose Hence as said earlier no standard guidelines have been laid down and as such they differ from organization to organization In the wake of globalization and privatization policy the organizations have to adopt innovative ways to survive and to remain in competition It is being realized that Human factor gives competitive advantage to the organization If human resources are treated as assets and by carefully nurturing their creativity competence the organization can successfully accept the challenges and encounter in a fast changing business environment all organizations with enterprising enthusiastic competent motivated and satisfied work force will remain successful Creation of human assets calls for formulating appraisal policies and practices in every developmental stage viz planning acquisition nurturing developing motivating rewarding and retaining of manpower It calls for integrated policies with a strategic planning of the organization and also aligning with a conclusive culture and climate The policies have been such that it develops a culture of learning encourages teamwork and result in enhanced performance The practices should be such that the employee remains committed to the organization and adds value to the business In the formal analysis the HR policies and practices should have impact on bottom line of the organization Our great Earth is dominated by human beings Human race that evolved throughout the great ages of struggle and development has brought about civilizations of spectacular and tremendous developments in all the fields of human activity Scientific developments and splendid techniques have contributed to the development and progress in agriculture industry engineering medicine and pharmacy To meet the requirements of human beings for their existence and qualitative living human resources have been nurtured and developed Industry thrives not only on money machines and materials but more especially on human endeavors Mother India has been marching along the path of progressive independence Along with industrial and economic development health care arid quality of human life have been emphasized as a ldquomustrdquo for the promotion of human welfare Pharmaceutical industry plays ldquoa key-role in promoting quality in health-care Human ailments physical mental are caused by the exigencies and circumstances of urbanized life-styles Cut throat competition struggle for survival in rat race nonmoving jobs addition oily spicy and to enhance life-expectancy and promote healthy living the research and development departments in the organizations of pharmacy and medicine need tremendous boost in terms of trained and talented and committed human resources This requirement which is increasing day by day necessitates the development of human resources The parameter of progress of pharmaceutical productivity consists of the excellence of human resources in pharmaceutical industry This encircles readily available economically affordable with consistent standard quality without side effect and result oriented medicines Proximity and accessibility of medicines is in tune with existing need of the user The lives saving medicines are as important as food water air and sunlight The govt should create a regulatory body for monitoring the affordable price availability and quality
- Relevance of HR Development
- Human resource development plays a significant role in bdquopharmacy‟ mainly because pharmacy does merely deliver products of health-care but quality‟ of great-care Through innovations in formulations and preparations of drugs the drug manufacturers both in the public and private sector have been contributing significantly to the growth of pharmacy The growth of drug manufacturing industries actually or accelerated during the 1960s even though way back in 1930 the Bengal Chemicals and Pharmaceutical works in Calcutta started drug manufacturing activity in India Further the Planets Act in 1970 paved the way for progress Human Resource talents contributed to the growth of the Indian and world markets with their expertise in reverse-eI1gineering new procedures for manufacturing drugs at comparatively low costs Development of human resources in the pharmaceutical industry lead to rapid strides in drug innovation especially in large drug manufacturing companies in India Noticeable changes in the life style spectacular pay hike in certain sectors [eg IT industry] unscheduled working hours during long night hours [eg BPO service centers] nuclear families craze for fast food and addiction etc leads to ill health To restrict repercussions new drugs are to be invented The Indian Pharmaceutical Industry today
- What is needed to Develop Organizational Climate in Organization
- Top to Bottom effort - Organization is considered to be complete organization after including top authority to bottom line of workers And whenever we talk about development at organizational level effort is needed from top level to bottom level Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique Bottom level workers should have loyal mind-set towards their organization Bottom level workers have to work with dedication They should have realization that organization is their organization
- Motivator role of Manager and Supervisor - To prepare Human Resource Development Climate Manager and Supervisorrsquos responsibilities are more or we can say that they are the key players Manager and Supervisors have to help the employees to develop the competencies in the employees To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees
- Faith upon employees - In the process of developing HRD Climate employer should have faith on its employeersquos capabilities Means whatever amount is invested that should be based on development of employees Top management should trust the employees that after making huge effort to develop employees employees will work for the well being of organization and for human being also
- Free expression of Feelings - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process Clear communication process will help to establish the HRD Climate
- Feedback - Feedback should be taken regularly to know the drawbacks in system This will help to gain confidence in employees mind Employee will trust on management and he can express his opinion freely which is very good for HRD Climate Feedback will help to remove the weakness
- Helpful nature of employees - Whenever we talk about 100 effort then we have to talk about employeersquos effort too Nature of employees should be helping for management and for its colleagues They should be always read to help to customers too
- Supportive personnel management - Personnel policies of organization should motivate employees to contribute more from their part Top managementrsquos philosophy should be clear towards Human Resource and its well being to encourage the employees
- Encouraging and risk taking experimentation - Employees should be motivated by giving them authority to take decision This concept is risky but gradually it will bring expertise in employees to handle similar situation in future It will help to develop confidence in employees mind Organization can utilize and develop employees more by assigning risky task
- Discouraging stereotypes and favoritism - Management need to avoid those practices which lead to favoritism Management and Managers need to give equal importance Those people who are performing good they need to appreciate and those who are not performing well they need to be guided Any kind of partial behavior should be avoided
- Team Spirit - There must be feeling of belongingness among the employees and also willingness to work as a team
- Measuring HRD Climate
- Economic condition ndash An organizationrsquos economic condition influences its culture in several ways The more prosperous an organization is the more it can afford to spend on research and the more it can afford to risk and be adventurous
- Leadership Style - An organization leadership style plays a profound role in determining several aspects of its culture An authoritarian style may make the organizationrsquos culture characterized by high position structure low individual autonomy low reward orientation low warmth and support and so on or it may be opposite like goal directed leadership
- Managerial assumption about human nature - Every act on the part of the management that involves human beings is predicated upon assumptions generalizations and hypotheses relating to human behavior There are two theories of behavior (Theory X and Theory Y)
- Managerial values and ethos - The feeling of managers about norms and values what is good and what is poor as management practice There are few dimensions on which it can be checked They are ndash self-awareness risk-taking participation bureaucracy equity employeersquos security and growth
- Organization size - An small organizations there are few levels of management these are generally more amenable to democratic and participative functioning than big organizations More open communication system in small organizations Hence these organizations have a different type of climate than what are in big organizations
- HRD mdash SOME CONCEPTS
- HRD is mainly concerned with developing the skill knowledge and competencies of people and it is people-oriented concept When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context Is it different at the macro and micro level HRD can be applied both for the national level and organizational level But many personnel managers and organizations view HRD as synonymous to training and development Many organizations in the country renamed their training departments as HRD departments Surprisingly some organizations renamed their personnel department as HRD departments Some educational institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear HRD from organizational point of view is a process in which the employees of an organization are helpedmotivated to acquire and develop technical managerial and behavioral knowledge skills and abilities and mould the values beliefs attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational group individual and social goals A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources Further it deals with all types of skills the present and future organizational needs and aspect of contribution to not only organizational also other goals The analysis of the third definition further shows that there are three aspects viz
- 1 Employees of an organization are helped motivated
- 2 Acquire develop and mould various aspects of human resources and
- 3 Contribute to the organizational group individual and social goals
- The first aspect deals with helping and motivating factors for HRD These factors may be called acirceuro˜Enabling factors which include Organization structure organizational climate HRD climate HRD knowledge and skills to managers human resource planning recruitment and selection The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources These techniques include Performance appraisal Potential appraisal Career planning and Development Training Management development Organizational development Social and Cultural programs and Workers participation in management and quality circles The third category includes the outcomes contribution of the HRD process to the goals of the organization group individuals and the society
- HRD climate and communication
- The communications that arise not out of formal relations between people but out of informal or social relationship is called the grapevine or informal communication The management has no absolute control over this type of communication as they neither created nor destroyed it Communication need not flow through authority- responsibility relationship or channels of organization in informal communications In informal communication there is no formal superior subordinate relationship
- The informal communication does both good and bad to the organization The advantages of informal communication are
- 1 It acts as a driving force to untie the workforce in cases of common matters
- 2 It saves time and energy as the information flows at high speed
- 3 It has immediate response from the receiver
- 4 It provides the scope for creation of new ideas
- 5 It satisfies the communication needs of various employees
- 6 It provides scope for immediate feedback
- Informal communication suffers from various drawbacks They are
- a Informal communication sometimes spreads wrong information and rumors
- b It distorts information
- c Grapevine provides only inadequate information
- d Information provided through grapevine has no formal authority and
- e It overlooks superiors
- The most effective communication results when managers utilize the informal organization to supplement the communication channels of the formal organization It should be remembered that it is a part of the manager job to have a little control over this informal communication so that he can take the appropriate action to minimize the adverse effect of this channel Organizational climate is very important in the context of communication Organizational climate is the summary perception which people have about an organization It is thus a global expression of what the organization is Organizational climate refers to a system of shared meaning held by members that distinguishes the organization from other organizations
- The characteristics of organizational climate are
- 1 Individual Initiative The degree of responsibility freedom and independence that individuals have
- 2 Risk Tolerance The degree to which employees are encouraged to be aggressive innovative and risk-seeking
- 3 Direction The degree to which the organization creates clear objectives and performance expectations
- 4 Integration The degree to which units within the organization are encouraged to operate in a coordinated manner
- 5 Management Support The degree to which managers provide clear communication assistance and support to their subordinates
- 6 Control The number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior
- 7 Identity The degree to which members identify with the organization as a whole rather than with their particular workgroup or field of professional expertise
- 8 Reward System The degree to which reward allocations are based on employee performance
- 9 Conflict Tolerance The degree to which employees are encouraged to air conflicts and criticisms
- 10 Communication Patterns The degree to which organizational communications are restricted to the formal hierarchy of authority
- Communicating with the Employees
- Both formal as well as informal communication channels are used to communicate with the employees In addition to following written communication oral and nonverbal communication should be relied upon In addition to downward communication to communicate rules procedures and programs of the organization to employees employees should also be encouraged to communicate to their superiors In order to make use of team work all channels of communication or star communication pattern should be encouraged Interpersonal communication should be encouraged with a view to develop interpersonal relations Employees should also be encouraged to develop effective and active listening skills
- WHAT CONTRIBUTES TO HRD CLIMATE
- The following factors may be considered as contributing to HRD climate
- 1) Top Management Style and Philosophy A developmental style a belief in the capability of people participative approach openness and receptivity to suggestions from the subordinates are some of the dimensions that contribute to the creation of a positive HRD climate
- 2) Personnel Policies Personnel policies that show high concern for employees that emphasis equity and objectivity in appraisals policies that emphasis sufficient resource allocation for welfare and developmental activities policies that emphasis a collaborative attitude and trust among the people go a long way in creating the HRD climate
- 3) HRD Instruments and Systems A number of HRD instruments have been found to generate a good HRD climate Particularly open systems of appraisal with emphasis of counseling career development systems informal training mechanisms potential development systems etc contribute to HRD climate
- 4) Self-renewal Mechanisms Organizations that have built in self-renewal mechanisms are likely to generate a positive HRD climate
- 5) Attitudes of Personnel and URD Staff A helpful and supportive attitude on the part of HRD and personnel people plays a very critical role in generating the HRD climate If the personal behavior of any of these agents is not supportive the HRD climate is likely to be vitiated
- 6) Commitment or Line Managers The commitment of line managers to the development of their subordinates is a very important determiner of HRD climate If line managers are willing to spend a part of their time for their subordinates it is likely to have a positive impact
-