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INDUSTRIAL TRAINING REPORT

ON

HUMAN RESOURCES DEPARTMENT


AT

FERMENTA BIOTECH LIMITED, MANDI

PRESENTED BY:KOMAL THAKUR()


SHAILESH AHLUWALIA()
PANKAJ THAKUR(2649)

COMPANY PROFILE
Fermenta Biotech Ltd (FBL) is a multifaceted organization with a high degree of
focus in Biotechnology, Pharmaceuticals and Environment solution and is known
for its innovative spirits. Incepted under the umbrella of Duphar Interfran Ltd
(better known as DIL Ltd), was the brain child of Late Mr. Vasant Kumar Datla.
Established in 1986, FBL was the pioneer of Penicillin G Amidase enzyme in
India and soon emerged as the leader in enzyme technologies for beta-lactams.
It made cost effective and efficient enzymes for application in beta-lactam
production a commercial reality in India.
FBL also manufacture vitamin D3, a business it took over in 2004 from DIL, the
first to harness this technology in India who had seen manufacturing vitamin D3
since 1947. Even now FBL remain the only organization in India to manufacture
vitamin D3.

VISION: To emerge as an organization committed to offering products and


service with the best quality backed by focused research and development
to attain a leadership position.

MISSION: To create a system and nature it to reach a state of functioning ,


that would enable us to acquire a state ( a currently theoretical concept) of
timeless stability and growth.

HISTORY/ MILESTONE:
1986: Foundation of Fermenta Biotech Limited (Erstwhile Fermenta Pharma
Biodil Ltd.).
1989: Pioneered the launch of immobilized Pencillin G Amidase (PGA)
catalyst.
1998: Launch of improved enzyme catalyst PGA white for beta-lactam
intermediates.
2004: Commencement of manufacturing of cholcalciferol ( vitamin D3),
Isoxsuprine HCI, Phenyramidol HCI and DILVIT.
2005: Launch of PGA brown (Fermase PA 1500 ) for cephalosporin
intermediated and even introduced R-oxynitrilase ( Fermase OX) for chiral
systhesis.
2006: Produced Dilbeads, oxirane polymer beads for enzyme immobilization
and launch of PGA catalyst blend for cephalosporin intermediates.

2007:
Upgaradation of pharmaceuticals facility for cGMP compliance.
Kosher certification for Vitamin D3.
Halal certification for Vitamin D3.
2008:
Novel Pencillin G Acylase (NPGA) for beta-lactam synthesis viz. Amoxicillin.
WHO-GMP certification for API facility.
Launch of silicon Powder (Activated Dimethicone Powder).
Launch of the FBL-Environmental solutions.
2009: Obtained CEP certification for vitamin D3 ( Cholecaciferol) from
EDQM.
2010: Application for authorization of feed additive (vitamin D3) in
accordance with regulation (EC) no. 1831/2003.
2011:
Export to 30 countries.
Regular production batches commenced from June 2011.
Increased production of Vitamin D3.

2012:
Successfully completed US FDA inception for Dietary supplement.
Commercialized Novel Penicillin G Acylase (NPGA) with major customer around
the world.
Augmented vitamin D3 resins capacity at Dahej.
2013:
New and improved Novel penicillin G Acylase (NPGA) launched for Amoxicillin
and cephalexin systhesis.
New enzyme platform developed for cephalosporin antibiotics (e.g cefaclor,
cefadroxil).
Enhanced CAL B E enzyme catalyst (immobilized & free enzyme) launched.
New and improved DILBEADS launched.

HR
RESOURCES
MANUAL

EMPLOYMEN
EMPLOYMEN
T
T
HIRING
HIRING
PROCESS
PROCESS
TRAINING
TRAINING &
&
DEVELOPMEN
DEVELOPMEN
T
T
WORK
WORK
ENVIRONMEN
ENVIRONMEN
T
T
EMPLOYMEN
EMPLOYMEN
T
T BENEFITS
BENEFITS

Applicability of the manual:


The purpose and the objective enshrined in the manual applies to all the
employees belonging to the different hierarchies of the organization may it
be the temporary workers, the trainees, employees on probation and the
permanent employees that need to be implemented by each one within the
well defined policies of the company.

EMPLOYMENT
Equal Employment opportunity:
No discrimination on the basis of caste, color, creed, gender or place of birth.

Introduction of New Employees:


Introduction training in each and every department to the new employees so that it become
easier for them to adapt the work culture of the organization.

Probationary Period:
Employment is subject to a six month probationary period during which the performance of
Probationary Employee is evaluated and subsequently issued confirmation letter.

HIRING PROCESS
Approval:
Prior approval is to be obtained from director before starting hiring process for new
vacancies on account of:
Replacements
New hires :-Where persons are required to fill a new position (work role).

Process:
The process of hiring passes through various stages that involve critical evaluation
and assessment. Internal and external outsourcing is utilized and offers are made
verbally or in written.

Employment of Relatives:
FBL is implementing its policy of Equal Employment Opportunity and it does not
entertain such kind of an activity that leads to biased attitude.

Retirement:
The age of retirement of the employees is fixed to 58 years. FBL follows the
retirement policies pursued by the state government.

TRAINING & DEVELOPMENT


Training Process:
Training and Development will be identified through the performance appraisal
process.HR department will initiate the process. Source for nomination to training
programs:
A result of the performance appraisal process.
Nominating Manager identifies a specific need for the employee.
Employee wants to acquire these skills.
Right time in the employees career for further development.

Training Costs:
The company believes that training and development efforts are integral to the
success of the company and the employees . Moreover certain employees are
nominated for technical training in which significant cost & time involvement is
involved.

WORK ENVIRONMENT
Hours of work
Normal work week:
General shift: 9am to 5pm
A shift: 6am to 2 pm
B shift: 2pm to 10 pm
C shift: 10 pm to 6am
Weekly off: one weekly off based on the shift

Lunch/ Dinner Break:


It is recommended that the employees may take 30 minutes lunch / dinner break based on
the shift timing.

National/ Festival Holidays:


The companys establishments will observe 8 national/ festival holidays in a calendar years.
Dress Code: wearing attire that is appropriate for the office, work / process environment

Safety & Security


-No smoking policy:
Office premise/ compound is designated as NO SMOKING zone.
-Injury on Duty: injured to be sent for medical treatment immediately in the company
ambulance; tie-up with local hospital and clinics.
-Security: security access cards (SAC) are issued to each and every employee.

EMPLOYMENT BENEFITS
Compensation & Benefits
Pay Policy: pay equitably for the services rendered
Pay Days: 7th day of every month, Salary transferred directly into
Bank accounts of employees.
Performance Management System:
-Objective: systematic approach for defining, measuring, motivating
and improving the value creation of an organization through its
processes, teams and individuals
-Process:
1. Set goals for the year and define Key Performance Areas
2. Quarterly review of KPA defined
3. Counsel, advice and support each employee periodically
4. Measuring the overall performance of the year jointly with the
appraisal at the year end.
5. This output of the system is also used as one of the inputs for reward,
progressions etc.
-KPA Setting Process: set on a participative basis through discussion
between the superiors and the subordinates.

-Leave Policy:
-Objective:
Paid absence is extended to the employees to provide for personal work, rest and
recreation , sickness, emergencies.
Eligibility:
Permanent Employees
-Privilege Leave:
Manager or Officer level:- 28days/year
Staff cadre:- 22days/year
Below staff cadre:- 18/year
-Casual leave:
All Employees:- 7/year, maximum 3 at a time
-Sick leave:
All Employees:- 7/ Year, maximum 2 at a time
-Maternity Leave:
All Female employees: as per the Maternity Benefits Act, 1961
-Cafeteria:- Subsidized meals at companys cafeteria

-Mobile Usage:
The company provides mobile connections with handset to the Top
Management level employees.

STANDARD OPERATING
PROCEDURES(SOPS)
1. Training of personnel
2. Specimen Signature
3. Defining Job Responsibilities and
Organizational Organogram.

SOP FOR TRAINING OF


PERSONNEL
SCOPE
OBJECTIVE

To describe a procedure
for Training
appropriately trained
and qualified to perform
management to ensure
that each person is
all
tasks as per his/her job

-Quality Assurance
-Quality control
-Production
-Warehouse
-Engineering
-HR
-IT
-EHS

RESPONSIBILITIES
Operating Manager
Trainee
HR Manager

PROCEDURE
The training system at FBL is categorized as follow:

Induction Training
On the Job Training
External / offsite Training

Identification Of The Training Needs


Identification Of The Trainee
Retraining

SOP FOR SPECIMEN


SIGNATURE
OBJECTIVE

SCOPE

To lay down the


procedure for
maintaining the record
for specimen signature
in order to identify the
individual through their
signature and authority
is awarded.

The scope of the SOP


shall be limited
-HR
-Quality Assurance

RESPONSIBILITIES
Office/Executive HR:
To maintain the specific signature card as per procedure laid

down in SOP.
Responsible for the compliance of the SOP.

PROCEDURE
In HR executive shall maintain the specific signature card.
In case of new joinee, HR officer/ executive shall prepare

employees specimen signature card and shall take full and


initial specimen signature of new joinee.
In case an employee resigns, HR executive shall close the

specimen signature card.

SOP FOR DEFINING JOB


RESPONSIBILITIES AND
ORGANIZATIONAL
ORGANOGRAMS
OBJECTIVES

SCOPE

To describe the
procedure for defining
and preparation of job
responsibility for each
position and
organization
organogram at FBL.

-Quality Assurance
-Quality Control
-Production
-Warehouse
-Engineering
-HR

RESPONSIBILITIES
Each individual:
For compliance to defined job responsibilities.

Concerned Department Head:


For defining job responsibilities of each position.

Manager HR:
For preparation of organogram of each department

PROCEDURE
Job responsibilities for position.

Organogram

THANKYOU

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