Nicholas Piramal1

GROUP MEMBERS 1. 2. 3. 4. 5. 6. 7. 8.

VISHWAJEET KHOBRAGADE SHREEPAD GAWADE ASHISH NAMDEV JEETENDRA CHAURASIA YOGESH DHUMAL ANKUSH WATKAR FURKAN MOHAMMAD HEMANT KSHIRSAGAR

INTRODUCTION (AN OVERVEIW) NICOLAS PIRAMAL INDIA LTD.(NPIL) IS ONE OF LARGEST GROWING PHARMACUETICALS COMPANY HAVING BUSINESS IN ALL OVER THE WORLD. NICOLAS IS A AMERICAN BASED COMPANY WHICH IS HAVING A JOINT VENTURE WITH PIRAMAL HEALTHCARE OF INDIA. NPIL IS INDIA’S #4 PHARMACEUTICAL INDUSRTY.

About NPIL… This

manufacturing unit is located in Balkum, Thane, on Mumbai-Agra Road, about 40 km from Mumbai, the capital of Maharashtra State. It’s head office is located at Lower Parel, Mumbai. The total plant area of this manufacturing unit is 32 ACRES; land so far utilised is 15 ACRES, while built-up area is 3.2 ACRES. The plant has 38 years of experience in manufacturing Vitamin A and fine chemicals.

NIPL Business…..

Human Nutrition & Health

Animal Nutrition & Health

Perfumery & Cosmetic

THE LARGEST VITAMIN A MANUFACTURING COMPANY IN INDIA

BY ADHERING TO THE VISION & VALUES OF NPIL, WE ASPIRE TO BECOME THE EMPLOYER OF CHOICE, BY CREATING AN EXCITING WORKPLACE, WHICH NURTURES TALENT & INSPIRES SUPERIOR PERFORMANCE.

TRAINING FOR EMPLOYEES IT INVOLVES A STUDY OF ENTIRE ORGANIZATION IN TERMS OF IT OBJECTIVE, ITS RESOURCES, THE UTILIZATION OF THE RESOURCES, IN ORDER TO ACHIEVE STATED OBJECTIVES.

THE TRAINING PROCESS CONTAINS….. PRODUCT AWARENESS MARKETING SKILLS COMMUNICATION SKILLS REPORTING TIME MANAGEMENT MARKETING ETIQUETTES

DEVELOPMENT PROCESS ORGANIZATION DEVELOPMENT IS A PLANNED PROCESS OF DEVELOPENING AN ORGANIZATION TO BE MORE EFFECTIVE IN ACCOMPLISHING ITS DESIRED GOAL RESUTS ARE AS FOLLOWS…  EFFECTIVE STRATERGIC AN OPERATIONAL PLANS  TEAM DEVELOPMENT AND EFFECTIVENESS  LEADERSHIP DEVELOPMENT  ADDED VALUE, QUALITY, COMPETITIVE PRODUCTS OR SERVICES

APPRAISALS AND REWARDS

 Meaning  The focus of annual appraisal  The focus of half yearly appraisal  Outcome of annual performance  Role of the Employee (Appraisee)  Role

of the immediate (Appraiser)  Role of the Moderator  Reward system

Superior

Appraisals and Rewards In order to provide growth opportunities to employees, the company has implemented a Performance Appraisal System that facilitates communication between the superior and the subordinate and agreement on goals/results to be achieved during the performance period. As a policy, each employee’s performance will be appraised twice a financial year. In line with the company’s financial year, the appraisals will be conducted in October and April. The October appraisal will be called the half-yearly appraisal and the April appraisal will be called the annual appraisal. Outcome of annual performance appraisal will be - Recommendations for annual increments - Establishment of Performance Pay for the completed year - Identification of training needs - Identification of growth opportunities in the company / group.

PERFORMANCE PAY Performance Pay shall be applicable if specifically

mentioned in the appointment letter or promotion or increment letter. Performance Pay will be dependent on employee performance as well as the Company’s Performance and shall be paid at the end of the year in accordance with the scheme applicable for that year. As a policy, Performance Pay shall be paid to only those people who are on the rolls of the company as of close of working hours on 31st March of the respective financial year. Performance pay policy for each fiscal year will be announced at the beginning of the year.

REWARD SYSTEM  To tangibly demonstrate its commitment to a high performance

culture, the company devises reward mechanisms that strongly reinforce performance.  The moderator along with his immediate subordinates will finalise each employee’s ratings and the reward distribution in line with the company’s policy for that year.  It is quite possible that the appraiser’s recommendations (as discussed with the employee) may be normalised before the final rating for reward distribution is decided. In such an event, it will be the responsibility of the appraiser to communicate effectively to the employee the rationale behind the change in rating. If the superior/appraiser is unable to do the same, he must request the moderator to assist him to do the same. The responsibility for effective communication will however rest with the appraiser.

MOTIVATIONAL FACTORS APPRAISALS AND REWRDS PERFORMANCE PAY (INCENTIVES) HOLIDAY / PAID HOLIDAY WORKING COMPENSATION LEAVE POLICY MEDICAL SUPPORT RETIREMENT BENEFITS P.F. AND EMPLOYEE PENSION SCHEME (EPS) HOLIDAYS TRANSFERS

HOLIDAYS This Factory have a five-day week. Weekly

off for our factory will be Saturday and Sunday (unless finalised otherwise).

Paid Holidays (festival holidays) for all

manufacturing establishments of the Company shall be 10. Local HR departments shall finalize the list for holidays before end of December each year for the next year.

Holiday / Paid Holiday Working Compensation 1)

The existing practice of claiming Rs. 300/- for Weekly holiday / paid holiday working for six hours will continue.

2)

In addition to this, compensation for working for Eight hours or more than Eight hours on Weekly Holidays / Paid Holidays and Beyond normal working hours on Working days is Rs.500/- Lumpsum per day. (This compensation is strictly for all Production Personnel and the management staff called on holiday working in production area.)

3)

Compensation for working for more than 2.30 Hrs and upto six hours on Weekly Holidays / Paid Holidays and beyond normal working hours on Working days :Auto / Taxi fare from Factory to Thane Railway Station (If Company Transport is not available) and further from nearest Railway Station to Residence.

4)

Compensation for attending duty in case of emergency : To and From Auto / Taxi fare from Residence to nearest Railway Station and further from Thane

5) 6)

Railway Station to Factory. (If Company Transport is not available) The Departmental Head should ensure that prior approval is granted for working on Weekly Holidays / Paid Holidays. With this arrangement all the existing practices / benefits in this respect stand withdrawn.

LEAVE POLICY Leave extended to an employee is classified under 4 different heads and as such the rules for availing of the same are different. They can be classified as under. 1. Need based leave (Casual Leave or Sick Leave) 2. Privilege Leave / Earned Leave (PL) 3. Maternity Leave 4. Special Sick Leave

TRANSFERS Service conditions of every employee includes a condition stating that, based on company’s requirement, he/she can be transferred to any of the company’s existing or new departments, plants, group companies, offices, branches etc located anywhere in India. REIMBURSEMENTS To effect the transfer, he/she will be reimbursed as follows: 1. All expenses incurred on the transportation of personal goods 2. Travel expenses as per the travel policy for self and immediate family Reimbursement of any other expense will be at the discretion of the Divisional Head and Head of Corporate HR, subject to prior approval.

Compensation Structure As a policy, any employee’s compensation will be structured as follows:  FIXED PAY Fixed Pay shall include Salary (Basic Salary),

House Rent Allowance, Education Allowance, Transport Allowance, Driver’s salary, Leave Travel Allowance, Medical Allowance, Special Allowance and retirement benefits as applicable for the grade from time to time. The Fixed Pay shall consist of the following components. This is a structure that is extremely tax-friendly and maximizes take-home pay for the employees.

MEDICAL SUPPORT The Company is concerned with all employees’ health as well as the health of their immediate families. The medical support provided to an employee is categorised as under:

a. Domiciliary Medical Allowance b. Hospitalisation Policy c. Executive Medical Check-Up d. Employee State Insurance Scheme Membership e. Accident Insurance

To claim the LTA  The employee must proceed on privilege leave for at lease 5

working days.  While applying for privilege leave, he/she is expected to indicate if he/she desires to claim LTA. The employee will be granted an advance before proceeding on privilege leave of an amount at the most equivalent to his/her LTA entitlement  The employee must submit the claim on return from Privilege Leave. The claim will be sent to Payroll department and the LTA amount will be paid along with the next salary. The advance given to the employee (before proceeding on leave) will be adjusted fully against the LTA payable to the employee  An employee is permitted to claim Leave Travel Allowance from the company on completion of one year’s service with the organization.  In event of separation within less than a year, the employee will be paid LTA on a prorata basis (length of service in the organization) along with his/her settlement.

RETIREMENT BENEFITS In order to ensure that employees have set aside some money for their retired life, the company has the following retirement benefits EMPLOYEES PENSION SCHEME (EPS) PROVIDENT FUND VOLUNTARY PROVIDENT FUND (VPF) SUPERANNUATION FUND GRATUITY

P.F. and Employee Pension Scheme (EPS) Eligibility The above pension scheme is eligible to the members who were the members of Family Pension Scheme 1971 till 15.11.95.

P.F. and Employee Pension Scheme (EPS)

Benefits On Retirement The member of Employees Pension Scheme (EPS) is eligible to get monthly pension on retirement attaining the age of 58 years from the Regional Provident Fund Commissioner for his whole life.

Thanks