An Group No: 07

Assignment
On

“A Study On Shri Swami Atmanand Saraswati Ayurvedic

Co-operative Pharmacy Limited (ASFA)”

SUBJECT: HUMAN RESOURCE MANAGEMENT

MBA SEM-2 (2018-20)
CLASS: A1

S. R. LUTHRA INSTITUTE OF MANAGEMENT

GUJARAT TECHNOLOGICAL UNIVERSITY

SUBMISSION DATE: 31 MARCH 2019

GROUP NO: 07

SUBMITTED TO: SUBMITTED BY:

MR. MEHUL MEHTA ABHISHEK MEHTA 01
BHAKTI MEHTA 60
History of Company

Once in the golden morning Shree Swami Atmanand Sarswati comes in Surat and
he state to give knowledge of culture/ religion and ayurveda by his lectures at every place of
Surat city. He set up Tapi Brahmcharya Ashram at the land which was donated to in at
the bank of river Tapi. In Ashram many students study about Ayurveda and
Sanskrit. And with passes of time he started an a yu r v e d i c c l i n i c a n d a
P h a r m a c y f o r m e d i c i n e s n e e d e d t o r u n c l i n i c . A n d slowly with flow of
time the promotion and expansion, the small Pharmacy b e c o m e o n l y o n e c o -
o p e r a t i v e a yu r v e d i c p h a r m a c y o f G u j a r a t w h i c h i s established in 2nd June,
1949
with name Shri Swami Atmanand Sarswati Co-operative Pharmacy Limited which is known
as its short name “Asfa”.

“Asfa” (Shri Swami Atmanand Sarswati Ayurvedic Co-

operative PharmacyLimited) is established in 1948 in Surat at the bank of river Tapi. It is
an only one co-operative pharmaceutical pharmacy in Gujarat. Shri Swami Atmanand
Sarswati who was the man with strong mind power established the Pharmacy.

Shri Swami Atmanand Sarswati was spent his whole life in survive of people and teach
Ayurved to his Shishyas. He had only one goal of his whole life as follows:
“I don’t desire state, I don’t desire paradise, I even don’t desire moksh, but I desire to
solve the problems of people who are suffering from the diesases by way
of using Ayurvedic treatment.”

Asfa has its head office at chowta pool and it has a factory at Varachha road in Surat. Asfa
also expanded its production capacity and established one more factory at Navagam. Asfa
has about 4000 members now but when it was started it has only 70
members to operate various activities.

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Asfa get a certificate of GMP (Good Manufacturing Practice) from Gujarat state food and
medicine Control Corporation. Asfa is a first Pharmacy which is gets this type of certificate.
Asfa get GMP certificate in 2004 and also get ISO9001 in 2005 and laboratory of Asfa get
permission from food and medicines commissioner’s office, Gandhinagar.

Vision
 “ASFA” is only limited to Gujarat but now the company wants to expand its market
share in to other states like Maharashtra also.
 “ASFA” also plan to introduced 4 new medicines in the market which may be:
a) ‘Ojas tablet’
b) ‘mouth wash’
c) ‘ASFA Bam’
d) ‘sleep well tablet’
 Company has planned to increase overall turnover of the unit.
 To increase the quality of their product.
 Introduce Cosmetic products of Asfa in market.

Mission
To provide cheap and best quality medicine to customers so their problem of diseases can be
solved easily.

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 Organisation Structure
1.Name of the company: - SHREE SWAMI ATMANAND SARASWATI
AYURVEDIC CO-OPRETIVE PHARMACY LTD (ASFA)
2.Symbol of the company:- “ASFA”

3. Incorporation of the company:- 1949

4. Category of the company: - Public Ltd.
5. Register Office:- Kalakunj society,
Near varachha Water Works,
Varachha,
Surat-395006
Email : info@swamiasfa.com
asfaayu@yahoo.in
Website:www.swamiasfa.com
Phone no:02612580964
6. Director
a) Dr.N.B.Patel(Chairman)
b) Shri A.M.Patel (managing director)
c) Dr.P.P.Mistri (director, planning & development)
d) Dr. K.G.Mavani (director)
e) Shri S.J.Patel (director)
f) Shri R.P.Patel (director)
g) Dr B.R.Dhakar (director)
h) Shri J.P.Patel (director)
6. Solicitors:- Bhalshenker Kanga & Girdbarial
7. Auditors:- M.K I.Kapadiya(C.A.)
8. Branches:-
a) Surat
b) Ahmedabad
c) Vadodara
d) Bharuch
e) Bardoli
f) Valsad

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 Board of
Directors

Chairman

Vice President

Secretary

General
Manager

Human
Administrat Production Finance Marketing
Resource
ion Dept. Dept. Dept. Dept.
Dept.

Assistant
Accountant Pro.
Manager

Cashier Supervisor

Raw
Sales
Senior Material
Departmen Workers
Clerk Departmen
t
t

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HR Department Structure

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Human Resource Planning
In Asfa, human resource planning process is done by following steps:

1. Organizations objectives and policies

Asfa also take care of such questions like whether organization should fill vacancies by
internal promotion or hiring from outside, which type of training and development program
are needed, what policies are needed to handle staff unit, how to understand employee job
etc.

2. Human resource demand forecast

The basis of forecast is annual budget and long term plans of Asfa, which are translated into
activity level for each function and department. Base on this information the number of hours
to be worked by each skilled man power in a given period of time should be calculated. Once
the hours are available the next logical step is to find out the quantity and quality of
personnel.
Asfa use managerial judgment technique for its human resource forecasting because it is very
simple technique. In this techniques asfa’s managers are sit together, discuss and decide the
future demand for labour.

3.Human resource supply forecast

Asfa use the analysis of present employee human resource audit summaries, each employee
skill and ability for understanding capability available in organizations work force. It also
forecast the internal source or supply. Managers are calculating the available supply of
manpower within the organization. Asfa also calculate how many employees are available in
market or outside the organization whose are take responsibilities of job.

4.Human resource programming

Once, an organizations personnel demand and supply are estimated or forecasted by the
managers, then they take care of the balancing between them. The balancing is needed in
order to fill the vacancies by the right employees at right time.

5. Implementation require converting human resource plan into action, such human resource
plan includes recruitment, selection, placement, training, development, retraining and

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redevelopment, Asfa use various plans like retention plan, downsizing plan and succession
plan.

6.Control and evaluation program

Control and evaluation represent the monetary of HR planning process hr plan should include
budget target and standards. We should also clarify responsibility for implementation and
control. It should establish reporting procedure to monitor the execution of HR plan again
achieve result.

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Recruitment Process of ASFA

 The recruitment process of Asfa pharmacy starts with personal planning

of General Manager. When there is an any sit become vacant or a newemployee is or
are require, General Manager first plan how many employees are require and of what
qualification. General Manager decides which type of people is requiring means
which type of skills an employee have need for recruitment in pharmacy. For
example, quality laboratory technician require qualification B.Sc. (Micro) and DMLT.
Managers are requiring qualification of MBA. So the first step of recruitment process
of Asfa pharmacy is set a standard for recruitment.

 The second step is searching for employees. General Manager decides from where,
the employees are recruit and by which source. The middle level of employees and
workers are mostly recruiting from city or areas
which arenear to pharmacy. In source for recruiting, General Manager uses both
internal and external source of recruitment. Manager use internal source such as:
 Relatives of present employee
 Transfer
 Former employees

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External sources such as:
 Advertisement in news paper: In Asfa advertisement is mostly given in local
newspaper like Gujarat Samachar, Gujarat Mitra, Economic Times and Mid-
Day.
 College campus recruitment
 Employment exchange
 Labour Contractor: In Asfa employees are provide by labour contractor who
themselves are employees of the organization. Whenever labours are required on
temporary basis labour contractor are contacted.

 The third step is screening of collected applications. Applications received in response

to advertisement are screened and only eligible applicants are called for an interview.
Here the recruitment process is ends and the selection process begins.

Testing And Selection

Process:

1. The first of selection process is receipt of applications. Applications are screened

then after and only those are selected whose are matched with require
specifications and attributes.

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 2. The next step taken by pharmacy is preliminary interview. In this only general
questions are asked and some information about pharmacy and of job is given to
applicant.

3. The third step is selection test. Pharmacy takes written selection test in which they
ask questions on ayurvedic medicines. This test is taken only for middle level.
Here they to select the candidate conduct test. Test helps to know the attitude,
behavior and performance. A test helps in getting better candidate for the job.
 Mathematical test
 English test
 Read and write test
 Mental test
 Skill test
 Job knowledge test
 Situation test
 Interest test

4. For worker and top level test is not taken. They call for interview. Interview is
taken by managers and the applicants who are passed from this are selected for
job.
They conduct interview for 3 purposes:
 Obtaining information about candidate.
 Giving information to candidate about the company
 Establishing friendly relationship between the employer and the candidate.

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 There are several type of interview is conducted by them:
 Informal interview
 Non-directed interview
 Stress interview and board interview.

5. Job is offered to selected applicants by giving appointment later and information

of pharmacy, job and his co-workers.

Documents related to recruitment and selection

Job Description

Job Specification
Job specification summaries the human characteristics needed for satisfactory job
completion.

“ASFA”s job specification for production manager is including the following things:
 Post graduation degree
 2-3 years experience
 Age
 Intelligence and power of decision making
 Various skills
 Behavior and personal attributes.

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Training and Development

In Asfa pharmacy, training is given with the objective of increase in

productivity of employees, increase quality of work, enhance and update knowledge and
skills of employees and many others but there is no without training program in Asfa. Asfa
provides training as on job training and give training to new employee. In pharmacy, training
is given to the workers which are basically at period of one month.

On job training is training is training in which pharmacy and its members are help and
provide guidance, if there is any difficulty in any work. Training is based on learn and teach
and hence, employees will grow with experience.

Asfa provide induction training with objective of reduce insecurity, anxiety, exploitation etc.
from the mind of new joiner and he/she can work easily and with skills.

Contents of Induction Training

Asfa have formal induction program. All details are providing by pharmacy to new
employee. Asfa’s content of induction program includes the following matters:
 History of Asfa
 Objectives of pharmacy
 Name and designation of managers
 Employee’s designation and responsibility
 Layout of pharmacy
 Production and other processes of pharmacy
 Job duties, location, tasks, objectives etc
 Safety steps
 Employee benefits such as pays, holidays, welfare activities
 Introduction to superiors, coworkers and other staff

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Employee Development Initiatives
Welfare Activities of Asfa:

 Intra mural welfare activity

 Convenience and comfort during the work
 Workshop and cleanliness, lighting, elimination of dust, smoke, gases
 Control of effluents
 Supply of necessary beverage, pills and tables, tea, coffee
 Notice boards, posters, information, slogans
 Distribution of work hours and provision for rest hours, meal times and breaks
 House keeping, garden, passage, lawns, floor maintenance
 Medical facilities
 Compensation for accidents
 Safety instruments such as guards, caps, shoes, aid equipments
 Uniform and changing rooms
 Urinals and latrines, wash basins, waste disposal
 Provision for drinking water
 Economic services such as health insurance and bonus schemes

 Extra mural welfare activity of Asfa

 Transportation
 Vocational guidance and credit societies
 Discount in purchase on medicines
 Roads, lighting, garden
 Communication facility
 Security
 Training and development programs

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Pay Plans and Incentive Structures
Wages and Salary Administration:

In Asfa wages are determined as per the minimum wages Act, 1948 and also by the special
allowance Act, decide by the Gujarat Govt. and by mutual understanding between labour
union and management.

“ASFA” gives wages and salaries according to time base wage system. “ASFA” gives
salaries at 7th of every month. . “ASFA” use time base system because it is old pharmacy and
in that peace rate wage system is not famous in industry. “ASFA” also use this method
because of some advantages like easy to understand and calculate, earning of workers are
regular and fixed “ASFA” want to maintain quality which is not maintaining peace rate etc.

ASFA uses time wage system in which wages are paid according to time spent at the job.


Salary Structure:

Salary structure in Asfa is as follows:

POSTS SALARY
ADMINISTRATIVE STAFF 15000-20000
OFFICIAL STAFF 4000 – 12000
WORKERS 3000 – 5500

Incentives and Amenities:


 
House rent allowance
 
Medical allowance
 
Lunch subsidies
 
Travelling concession
 New residential quarters are being built to provide residential facilities
for those staff members who reside outside Surat.

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  
Extra work remuneration
 
Loans and advances

Bonus: The company also provide  20% bonus and productivity based bonus to
all its workers once in a year.
 
Sick leave
 
Provident fund and pension

Workers are given one
 month free paying in their marriages or in their
children marriages.

















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Performance Management

Maintainance of Employee Records

Asfa pharmacy maintained its record in the form of file. There are following details, which
are involved in the record keeping of each employee.

The objectives of employee records in Asfa are following:

1. To provide an evidence of what has taken place in the organization.
2. To supply information required for taking personnel decisions.
3. To provide a basis for the formulation, evaluation and modification of personnel and
program.
4. To meet statutory obligations under various labour laws.

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Performance Appraisal

Asfa may use this appraised report

for promotion, transfer, statutory requirement, training and development and for providing
incentives.

Asfa can easily measure the performance of its workers on time base method because in Asfa
all worker has a card for attendance and work hours are easily calculated from that card.

Asfa also the record the time of completion of job. There are many
medicinesare prepared by Asfa at the same time. Medicine prepared in various departments
and the time of processing in each department is record by Asfa
and from that time it can measure performance of workers of every department.

Performance appraisal record forms can be assessed in following order:

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Industrial Relations
Numbers of terms are used to denote word “Labour Relation”, such as employee-employer
relation, industrial relation, labour management relation etc.

Objectives of Industrial Relationship in “ASFA”

 Develop a sense of co-operation

 Develop commitment and sense of belongingness

 To protect and safe guard the interest of labour as well as management

 To promote and maintain industrial peace and harmony

 To ensure and establish industrial democracy

 To increase production as well as productivity

 To improve living standard of working by pay of fair wages, benefits and

provision of better living and work condition.

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Trade Union

Trade union or labour union is a continuing a long term association of employees form to
protect promote and improve, through collective action the social, economic and political
interest of workers.

Note: There is no trade union in “ASFA” pharmacy from 2007-2008. But the employees can
get many benefits if they make the union in pharmacy such increase in salary, protect
themselves from exploitation, freeze benefits, etc.

Different trade union activities organized by Asfa company itself are given as follows:

 Productivity orientation program

 Employee development program
 Leadership development program
 Communication for better union management relationship
 Workers participation in management
 Quality of worker life and productivity

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