Professional Documents
Culture Documents
EMPLOYER BRANDING
In
JUPITER BIO SCIENCE
LIMITED
BY
K.ANUSHA
08951E0002
1
TABLE OF CONTENTS
1 Introduction 3
6 Sources of data 16
7 Bibliography 16
2
Every organization needs to have well-trained and experienced people to perform
the activities that have to be done in organization and individuals should develop and
progress simultaneously for their survival and attainment of mutual goal. Every Modern
management has to develop the organization through human resource development. In
adequate job performance or a decline in productivity or changes resulting out of job
resigning or a technological break through require some type of training and development
efforts. The jobs become more complex and the importance of employee development
also increases.
MEANING
After an employee is selected, placed and introduced he or she must be provided
with training facilities. It is used for increasing the knowledge and skills of an employee
for doing a particular job. It is a short term educational process and utilizing a systematic
and organized procedure by which employees learn technical knowledge & skills for
definite purpose.
Dale S Beach defines the Training as “the organized procedure by which people
learn knowledge, skill, behavior, aptitude, and attitude to the requirements of the job and
organization.
DISTINCTION BETWEEN TRAINING & DEVELOPMENT
Learning Dimensions Training Development
“Who” is learning Non-Managerial Managerial personnel
personnel
“What” is learned Technical and mechanical Theoretical, conceptual ideas
operations General knowledge
“Why” such learning take Specific job-related
place; purpose Long-term
“When” learning occurs Short-term
Table: 1
3
Definition of training and development
Any training and development program me must contain inputs which enable the
participants to gain skills, learn theoretical concepts and help acquire vision to look into
the distant future. In addition to these, there is a need to impart ethical orientation,
abilities.
Skills
and use other equipment with least damage and scrap. This is a basic skill without which
the operator will not be able to function. There is also the need for motor skills. Motor
skills refer to performance of specific physical activities. These skills involve learning to
move various parts of one’s body in response to certain external and internal stimuli.
Common motor skills include walking, riding a bicycle, tying a shoelace, throwing a ball,
and driving a car. Motor skills are needed for all employees from the janitor to the
skills popularly known as the people skills. Interpersonal skills are needed to understand
oneself and others better, and act accordingly. Examples of interpersonal skills include
Education
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The purpose of education is to teach theoretical concepts and develop a sense of
reasoning and judgment. That any training and development programme must contain an
Development
is less skill oriented but stresses on knowledge. Knowledge about business environment,
management principles and techniques, human relations, specific industry analysis and
Concept of Training
Training is the process of increasing the knowledge and skills for doing a particular
job. It is an organized procedure by which people learn knowledge and skill for a definite
purpose. The purpose of training is basically to bridge the gap between job requirements
and present competence of an employee. Training is aimed at improving the behavior and
knowledge and skills for a definite purpose. It refers to instructions in technical and
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On the other hand, development is a long-term education process utilizing a
systematic and organized procedure by which managerial personnel learn conceptual and
theoretical knowledge for general purpose.. It involves broader education and its purpose
is long-term development.
which non-managerial personnel learn technical knowledge and skills for a definite
purpose.”
procedure by which managerial personnel learn conceptual and theoretical knowledge for
personnel. In the words of Campbell, “training courses are typically designed for a short-
term, stated set purpose, such as the operation of some pieces of machinery, while
“What” is learned;
“Who” is learning;
Table.2
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AREA TRAINING DEVELOPMENT
For whom Mostly technical and non- Mostly for managerial personnel
Managerial personnel
Training Objectives
Once the training needs are identified, the next step is to set training objective terms
and decide the strategies to be adopted to achieve these objectives. The overall aim of a
training programme is to fill the gap between the existing and the desired pool of
knowledge, skills and attitudes. Objectives of training express the gap between the
quantitative and qualitative terms will help to evaluate and monitor the effectiveness of
IMPORTANCE OF TRAINING:
Training is most important technique of human resource development. As stated,
no organization can get a candidate who exactly matches with the job and the
organizational requirements. Hence training is important to develop the employee and
make him suitable to the job. Training is the corner stone of sound management.
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Job and organizational requirements are not static, they change from time to time in view
of technological advancement and change in the awareness of the Total Quality and
Productivity Management (TQPM).
TQPM can be achieved only through training as training develops human skills and
efficiency.
“Trained employees would be valuable asset to an organization”
It is an integral part of the whole management programme with all its many activities
functionally inter related.
Training is a widely accepted problem-solving device. Indeed, our national superiority in
manpower productivity can be attributed in no small measure to the success of our
educational and Industrial training programmers.
Benefits of Training
How Training Benefits in the organization:
• Leads to improved profitability and/or more positive attitudes towards profits
orientation
• Improves the job knowledge and skills at all levels of the organization
• Improves the morale of the work force
• Helps people identify with organizational goals
• Helps create a better corporate image
• Fasters authenticity, openness and trust
• Improves the relationship between boss and subordinate
• Aids in organizational development
• Helps prepare guidelines for work
• Learns from the trainee
• Aids in understanding and carrying out organizational policies
• Provides information for future needs in all areas of the organization
• Organization gets more effective decision-making and problem solving
• Aids in development for promotion from within
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• Aids in developing leadership skills, motivation, loyalty, better attitudes, and
other aspects that successful workers and managers usually display
• Aid in increasing productivity and/or quality of work
• Help keep costs down in many areas, e.g., production, personnel, administration,
etc.
• Develops a sense of responsibility to the organization for being competent and
knowledgeable
• Improves Labour-Management relations
• Reduces outside consulting costs by utilising competent internal consulting
• Stimulates preventive management as apposed to putting out fires
• Eliminates sub-optimal behaviour (such as hiding tools)
• Creates an appropriate climate for growth communication
• Aids in improving organizational communication
• Helps employees adjust to change
• Aids in handling conflicts, there by helping to prevent
EXECUTIVE DEVELOPMENT
Executives are the most valuable assets of any organization. The manager is the
dynamic life-giving element in the organization. The success and growth of organization
and growth by which managerial personnel gain and apply knowledge, skills, attitudes
and insights to manage the work in their organizations effectively and efficiently. It is an
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and managerial skills in an organized manner. The main aim of formal education for
Executive development consists of all the means by which executives learn to improve
in their present jobs and to prepare them for higher job in future. According to Flippo,
acquire not only skills and competency in their present jobs but also capabilities for
future managerial tasks of increasing difficulty and scope”. Thus, executive development
development:
end to learning.
developed overnight.
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Executive development is guided self-development. An organization can provide
only when the individual has the desire to learn and practice what he learns. No amount
executive has to attain himself. But he will do this better if his company gives him
they’re full potential i.e., to prepare managers for higher jobs in future.
To replace elderly executives who have risen from the ranks by highly competent
To ensure that the managerial resources of the organization are utilized optimally.
1. Top Management
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Top Management
• Top improve through process and analytical ability in order to uncover and
examine problems and take decisions in the best interests of the country and
organization
• To think through problems which may confront the organization now or in the
future
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OBJECTIVES OF THE STUDY
• To understand what is training and development testing and study the various
types of tests.
• To study some of the most commonly used training and development tools in the
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NEED FOR THE STUDY
personnel.
• To understand the ethical issues involved in the use of these training and
The scope of the study is limited to the Jupiter Bio Science Pvt Ltd , Marredpally,
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ABOUT THE COMPANY
Jupiter Bioscience Limited is one of the few companies in the world to have
competency in synthesis of peptides starting from the basic stage to finished peptides.
The company’s product portfolio further includes specialty and fine chemicals, drug
intermediates, bulk drugs and nutraceuticals. With expertise on multiple technology
platforms and processes based on advanced organic chemistry, chiral chemistry, peptide
chemistry and biotechnology the company is geared to provide solutions for the global
pharmaceutical and the biotechnology industry
Jupiter Bioscience Limited has a vast range of products to service the
requirements of the global pharmaceutical Industry. Jupiter Bioscience has strong
expertise in the manufacturing of amino acids and its derivatives spanning more than a
decade. We are manufacturing more than 700 different products under this category. The
company has developed cost effective processes for manufacturing these products from
kilogram levels going upto several tons. Jupiter has capabilities to undertake customized
synthesis of amino acid derivatives, research and bulk peptides. For more than two
decades, Jupiter Bioscience Ltd has offered custom manufacturing services for complex
and challenging products to pharmaceutical industry and research Institutions. With a
wide expertise on several reactions our experts in synthetic organic chemistry generate
novel routes of synthesis and new purification methodologies to improve manufacturing
yields. We provide custom synthesis services for making new complex organic
molecules, chiral intermediates and peptides.
The company today has an R&D team of over 150 people with 10 Ph.D’S and
75 Post Graduates. The R&D activities are focused in following areas:
• Peptide Chemistry
• Chiral Chemistry
• Biotechnology
• Organic Chemistry
The R&D facilities are equipped with necessary infrastructure including
analytical, semi-preparative and preparative HPLC systems, Reactors, Lyophilizers,
Centrifuges, Solidphase Peptide Synthesizers, chilling units, Deepfreezers, Autoclaves,.
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SOURCES OF DATA
Bibliography
BOOKS
1. L.M.Prasad, Human Resource Management, Sultanchand& Sons, New Delhi
WEBSITES
• www.google.com.
• www.hr.com
• www.google.com
• www.citehr.com/64348-employee-engagement.html 12 Aug, 2007
• www.managementpradise.com
• www.scribd.com
• www.docstoc.com
• www.jupiter science.com
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