Professional Documents
Culture Documents
INTRODUCTION
INTRODUCTION
Rewards and Recognition can be powerful tools for employees
motivation and performance improvement. Reward means something given for
performance. Recognition is an important feature in retaining excellent
employees and for improving performance. Many types of rewards and
recognition have direct costs associated with them, such as cash bonus stock
awards, and wide variety of company paid perks.
The primary objective of providing Rewards and Recognition is to encourage
and motivate the employees to do better performance. Rewards and Recognition
are one of the motivation aspects in Human Resources. Rewards and
Recognition are given to achieve desired goals. Rewards system should be
closely aligned to organizational strategies. These strategies could be designed
to faster innovation to provide unique products or services.
Rewards and recognition may be monetary, or non-monetary. Monetary rewards
include cash bonus, stock awards, company paid perks, gift certificates. Non
monetary rewards and recognition including compliments, extra time off,
ceremonial awards, and small trinkets such as mugs, t-shirts, sets of pens and
pencils. Rewards and Recognition are very useful to reinforce good
performance.
RESEARCH METHODOLOGY:
In this chapter the sequence of research process under taken in
HETERO DRUGS LTD, Hyderabad is explained.
Primary Data:The primary data was collected with the help of the standard and
accepted techniques which are in use for his kind of studies. To administer the
structure questionnaire, satisfied random sampling techniques were used. Along
with the questionnaire, group and panel discussions with workers, was
conducted to understand their views on the problem of research.
Secondary Data:
The secondary source of data was collected through obtaining rewards
and files from the integrated product development unit of HETERO DRUGS
some part of Data was collected from the Internet. The institutional guide gave
us the remaining necessary information and the staff relating to administration
gave me all the necessary information to complete the study.
Time was the major constraint as the mentioned period was not enough
to collect the data in detail.
CHAPTER-II
REVIEW OF LITERATURE
Other type of rewards and recognition may be less tangible, but still very
effective. These non-monetary rewards include formal and informal
acknowledgement, assignment of more enjoyable job duties, opportunities for
training and an increased in decision making.
Definition:
Rewards:
Jack Zigon defines rewards as Something that increases the frequency
of an employee action.
Something given or received in recompense for worthy behavior or in
retribution for evil arts .
It is a satisfying return result or profit.
The return for performance of desired behavior is positive
reinforcement.
Recognition:
The art of power of knowing and, of perceiving the identify
any
10
Harvard University study concluded that organizations can avoid the disruption
caused by employee turnover by avoiding hiring mistakes and selecting and
retaining top performers.
One of the keys to avoiding turnover is to make rewards count. Rewards
are to be immediate, appropriate, and personal. Organizations may want to
evaluate whether getting a bonus at the end of the year is more or less rewarding
than getting smaller, more frequent payouts. Additionally, a personal note may
mean more than a generic company award. Employees should be asked for
input on their most desirable form of recognition. Use what employees say
when it comes time to reward for performance (St. Amour, 2000).
11
12
To motivate the employees to pursue their goals and reach their potential.
13
retention
and
performance.
Non-monetary
Rewards
and
14
INFORMAL REWARDS:
Informal rewards, meaning spontaneous, forms of recognition that can be
implemented with minimal planning and effort by almost any manager. In a
recent study of more than 1,500 employees in dozens of work settings by Dr.
Gerald H. Graham, professor of management at Wichita State University, the
most powerful motivator was personalized, instant recognition from their
managers. "Managers have found," Graham adds, "that simply asking for
employee involvement is motivational in itself." In one of his studies,
employees perceived that manager-initiated rewards for performance were made
least often, and perceived that company-initiated rewards for presence ( that is,
rewards based simply on being in the organization) occurred most often. Even
though the first type of reward has the highest motivational impact and the
second type has lower of an impact. Graham's study determined the top five
motivating techniques:
1. The manager personally congratulates employees who do a good job.
2. The manager writes personal notes about good performance.
3. The organization uses performance as the basis for promotion.
4. The manager publicly recognizes employees for good performance.
5. The manager holds morale-building meetings to celebrate successes.
Only 42% of the respondents believed that their managers typically used
the top motivating technique in which a manager personally congratulates
employees who do a good job. The other top factors were perceived by less than
25% of the respondents as being typically used. Not only are informal rewards
more effective, but they tend to be less expensive. According to the "People,
Performance, and Pay" study by the American Productivity Center in Houston
and the American Compensation Association in 1987, it generally takes 5 to 8
percent of an employee's salary to change behavior if the reward is cash and
approximately 4% of the employee's salary if the reward is noncash.
15
RECOGNITION ACTIVITIES
Many effective forms of recognition are onetime events that celebrate a
significant achievement or a milestone. Such activities need to be planned so as
to be timely and pertinent to the situation and the person being recognized. A
recent survey by the Minnesota Department of Natural Resources found that
recognition activities contributed significantly to employees' job satisfaction.
16
Most respondents said they highly valued day-to-day recognition from their
supervisors, peers, and team members. Other findings from the survey:
68% of the respondents said it was important to believe that their work
was appreciated by others.
63% agreed that most people would like more recognition for their work.
67% agreed that most people need appreciation for their work.
Only 8% thought that people should not look for praise for their work
efforts.
Nancy Branton, project manager for the survey, says, "Recognition programs
are more important now than in the past. Employees increasingly believe that
their job satisfaction depends on acknowledgement of work performance as well
as on adequate salary. This is especially true of employees who are highly
interested in their work and take great satisfaction in their achievements.
Reward strategies :
An effective employee recognition system inspires workers to switch off
automatic pilot and concentrate on daily tasks by turning the workplace into a
game with a series of specific, widely known, achievable objectives. One way
to do this is to target important tasks, give them point values, and allow
employees to earn points as these duties are carried out. A total, such as 100,
should be designated as the goal. The total points employees need to earn a
reward should be based on reasonable, not exceptional, performance levels.
Unlike incentive programs that drive employees to achieve improbable goals,
the key to this type of system is that it rewards employees when their
performance is average. Incentive programs tend to create extreme peaks and
valleys in performance. Any organization can adopt this technique as long as
17
management tailors the specific steps to its own circumstances and makes a
long-term commitment to the program.
18
Once candidates have been selected, the following rewards can be used to show
gratitude for their accomplishments:
1. Accolades,
2. Acknowledgment,
3. Awards, and
4. Appreciation
Although managers often say their most valuable asset is their employees, they
do not always behave in ways that make employees feel they are truly
appreciated. Recognition-award programs are helpful in creating recognition
moments and in teaching praise techniques. When expressing appreciation to
employees and rewarding their good behavior, employers should follow 3
important principles:
1. Describe the desired behavior in specific terms.
2. Explain why the behavior was helpful.
3. Express thanks.
In addition, the significance of the event should correspond with the amount of
gratitude being expressed. Money is a particularly powerful incentive for
increasing sales and productivity, but some form of ongoing remembrance of
the award should also be given. When the recognition program is created,
employers should communicate the following to their employees:
1. The program's objectives and why the company is sponsoring it,
2. The mechanics of the program,
3. The symbolism of the award, and
4. The way the program reinforces the company culture and values
19
20
to be involved and appreciated and get personal satisfaction from their jobs, not
strictly monetary value.
Praise is an excellent way to reinforce desired behavior; however, it is not the
way to inspire it. If employees perform to certain standards simply for the
material reward promised, they will come to expect that kind of reinforcement
constantly and will be difficult to motivate in the absence of what they perceive
as commensurate material attention.
The key to motivate employees is to make them want to do the job well
for their own sake. Employees should see how they fit into the company's larger
scheme - how they tangibly contribute to the making of the product. Employees
whose donations are acknowledged will achieve high levels of personal
motivation and loyalty to the organization.
Employee recognition programs usually give the employee the
choice of an award gift. Many firms in the award business have developed
catalogs that can display a company's logo and special message; some employ
substantial marketing staffs to ensure that employee recognition programs work
for the companies purchasing their award items.
Today's intergenerational mix of employees is heterogeneous in makeup
and complex in nature, demanding that motivational efforts address diverse
lifestyles. Many long-service employees have conservative values and respond
to traditional symbols of appreciation with a focus on the corporate identity.
However, many midterm employees prefer choice and understated corporate
identity. Today's young employees want peer recognition, thus traditional annual
achievement awards presentations are important to them. Other motivating
practices are also important to them, such as:
1. Peer review,
2. Bonuses,
21
22
23
Monetary Rewards:
1)
Promotions
2)
Incentives
3)
Performance bonus
24
4)
Training
5)
Job rotation
6)
Work shops
Promotion:
A promotion is the transfer of an employee or upwards advancement of
an employee in an organization to another job, which commands better
pay/wages better status/prestige, better walking environment and a higher rank.
These promotions will be given by the measuring the performance. They
provide this promotion to recognize individuals performance and reward him
for his work so that he may have an incentive to forge ahead. Employees will
have little motivation if better jobs are reserved for outsides.
Incentives:
HETERO DRUGS
motivate and reward the sales team within an organization. Incentives are
designed to motivate and recognize participants for meeting exceptional level of
performance in supporting of company goals. Incentives often include small
gifts like gift cards. HETERO DRUGS provided the incentives like travel
packages, big name sporting events.
Performance bonus:
The minimum bonus is paid as per the payment of bonus Act 1965 to all
the employees who are working under organization. HETERO DRUGS provide
the bonus as per the act as well as something given or paid in additional to what
is usual for the excellence performance of the employees. This performance
bonus will be given to those who perform better than other.
25
Training:
HETERO DRUGS
Job Rotation:
This job rotation is one type of reward to get the job knowledge and
gains experience from his supervisor or trainer in each of the job assignment.
Through this the employees may understand the problem of each every job. This
is also one type of training.
Work Shop:
The workshops will be conducted by the company which was extremely
practical and interactive; have drawn much appreciation from the trainees.
HETERO DRUGS planned more workshops on Lateral Thinking, Team
Dynamics Personnel Development Leadership, Communication Skills,
and Problem Solving, Decision making and Time Management. These
26
workshops are very useful for employees to known how the performance could
achieve.
Non-Monetary Rewards:
1)
2)
Celebrations
3)
Awards
4)
Certificate of Appreciations
5)
Small Trinkets
6)
Complements
Celebrations:
Celebrations are held for the purpose of fan, friendship, & togetherness.
HETERO DRUGS celebrates the important days like women days, May Day,
independent days, and New Year celebrations.
Celebrations are a forum for recognizing the Spirit of Excellence
in the company. The Spirit of Excellence Celebrations is a big event of
HETERO DRUGS . It is a two days program. On first day there will be a
carnival time. The carnival includes the variety of fun games, stilt walkers,
tattoo artists, pottery stalls, bangle stalls, and fun rides for children. Many dance
programs and musical programs. The second day is celebrated through
distribution of spirit of excellence award to the excellence performance.
They conduct the quality celebrations programs, to spread good
manufacturing practices awareness among the employees and resolve non-
27
Awards:
The Dr. Reddy Laboratories provide these to recognize the excellence
performance. The awards can be motivated the employees to perform better.
28
Certificate of Appreciation:
The certificate of Appreciation will be given to recognize persons.
It includes family in presentations when possible:
This extends the recognition and resulting good feeling to the entire
family. Some programs conducted by the HETERO DRUGS will invite the
employees as well as their families. The Spirit of excellence award celebration
invites the employees as well as their families, and also provides dinner.
Elite: Elite is a HETERO DRUGS
honored its top 52 professional their targets for 3 years in a row and helping in
building the companys brands in the field.
The Elite as they are called were invited to some place with their
families and entertained lavishly and at a gala dinner held in everything at
celebrity they were presented with special plaques. There were prices for
employees and childrens as well.
Small Trinkets:
Small trinkets will be given to their employees like t-shirts, pens, ties etc.
Complements:
Complements will be comes from the superior, when ones performance is
great. This is also one form of non-monetary reward.
29
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CHAPTER-III
COMPANY PROFILE
COMPANY PROFILE
HETERO DRUGS LTD
Established in the year 1993, with the motto to be the best in the API
manufacture, Hetero today embodies the vision of a top-notch player in developing
31
HETERO GROUPS
HETERO DRUGS LTD
HETERO LABS
HETERO RESEARCH FOUNDATION
CIREX PHARMACEUTICALS
SYMED LABS
GENX PHARMA
LYKA HETERO
EXPICOR
32
The spirit and brain behind the success story of HETERO is its founder
Dr.B.Parthasarathi Reddy, a scientist who started the company drawing
immense strength from the vast and rich experience he gained during his
earlier.
The untiring efforts of the Chairman saw HETERO develop processes for
several products at relatively low cost, thus making it possible for several life
saving drugs to be available tat affordable prices, meeting all the regulatory and
quality norms.
With the organization having reached a point where it is identified among the
widely recognized companies, the Chairman is now focusing on giving new
dimensions to the company in terms of exploring possibilities of further
growth, exploring new horizons in the field of pharmaceutical development and
evolving strategies to take the company to greater heights
All the members of HETERO Family draw inspiration and motivation from
the Chairman in working towards achieving the organizational goal.
33
The company values the concepts of having social responsibilities ion the
course of its assent to greater heights. It strongly believes in focusing on
customer requirements and delivering the products at the right pace.
Hetero considers its human resources as the core of all its capabilities and
believes in tapping and honing the talents of its members to reach the zenith of
success.
Hetero takes due cognizance to the fact that the processes that it develops
should be all Eco- friendly and should not result in any consequence that harms
the ecological harmony.
MISSION
HETEROs mission is to be a globally acclaimed pharmaceutical company, meeting
the requirements of healthcare imbibing the philosophy of both commercial and social
concerns, driven by research and manufacturing capabilities.
HETERO STRENGTH
CAPABILITIES:
34
P-XRD
NMR
GCMS
LCMSM
QUALITY SYSTEMS
All the activities at HETERO right from receipt of raw materials to dispatch
of the finished product are carried out in accordance to a well-oiled quality
management system. The importance of having a strong quality based system has been
recognized by organization due to which every individual in each department
understands his/her responsibilities and carries out them with utmost care avoiding any
confusion, thus delivering the best results.
35
In addition, talking about quality of the product itself, the company has evolved
the systems to implement GMPs in the manufacture of the product to protect the
safety, quality and integrity. The approval of Heteros API Facility by USFDA and
Finished Dosage Facility by WHO bear a testimony to this fact.
R & D OVERVIEW
Having laid solid foundation towards the end HETEROs R&D approach has
also taken cognizance of the present scenario where stringent patent regime is
under implementation. HETEROs teams of scientists have been and are
involved in developing non-infringing processes for its products. With its
ability to explore high and achieve the best, HETERO has been able to file
patents for several of its processes.
HETERO research capabilities have been proven with its ability to carry out a
wide range of reactions, which are difficult to carry
Given its research capabilities HETERO has today has initiated contract
research. Towards the end, the company has already evolved its strategies and
is into discussions with renowned companies for carrying out the contract
research. Custom synthesis is one area where the company has been
concentrating on and has initiating work on several projects.
36
Sanitation.
PROCEDURE:
Receipt, Storage, Handling and Distribution of Raw Material
Receipt of Raw Material:
Upon receipt of rawmaterial the following checks can be taken up:
In case of tankers carrying liquid rawmaterial, check whether the valves and
manholes are free from dust, grease or any other lubricant
Above the all conditions are not fulfill the consignment is rejected.
37
After de-dusting bring the decoding list and deface the original name of the
material on each container or bags and write in-house code of the material.
Before defacing check the label on each container for vendor batch number and
weight.
Transfer the material to quarantine area. Enter the details into the inward
registar. Allot the in-house batch numbers to the consignment.
If the number of containers shall be less than 25 then the under test label shall
be pasted on all containers. If it is more than 25 then the under test labels shall
be pasted along four corners of the consignment.
The warehouse personnel shall then raise a raw material alert to Quality
Control for sampling and analysis of the consignment
The Quality Control personnel shall paste the sampled labels on the containers
from which the samples were taken.
Raw Material shall be stored in such a manner that proper spacing between
different lots of the same material and also different material to avoid crosscontamination between the materials.
Inventory cards along with the raw material alert and pre-inspection report
shall also be placed along with the status boards.
Special storage conditions are essential for the raw material say low
temperature and low humidity
38
39
After receiving the goods transfer note from the production department it
is the responsibility of the warehouse personnel
Check the batch number, quantity
Ensure all the details mentioned in Goods Transfer Note are correct
and check all the required labels are pasted on the drums.
After confirming all the above details enter the details in the
Pharma Distribution
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Sanitation
De-dust the entire area using nylon soft broom.
Mop the floor with clean cloth if not satisfied repeat it again.
Frequency-Everyday in the first shift
Sampling Room:
Clean the room before arranging for sampling to Quality Control.
Follow the cleaning activity in between two different materials
sampling.
Clean the walls, doors and floor with dry cloth, collect the dust and
dispose it into a dustbin, if not satisfied repeat it again.
Details shall be entered in the sampling and sanitation record.
Frequency-Every after sampling operation
Dispensing Room:
Clean the room before starting dispensing activity and after
completion of every dispensing operation.
Use vacuum cleaner to suck all dust.
Mop the floor with water and allow to dry if not satisfied repeat it
again.
Details shall be entered in the sampling and sanitation record.
Frequency-Every after dispensing operation
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42
Ensure that the solvent valves in the alter production blocks are
closed.
Measure the required volume of liquid raw material in measuring
tank then open the valves from measuring tank.
Close all the valves of measuring tank and enter the details in the
inventory card.
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44
OFFICES
Corporate Office
HETERO DRUGS LIMITED
Hetero House
H.no.8-3-166/7/1,Erragadda,
Hyderabad-500018,
(A.P)INDIA
Tel: +91-40-23704923/24/25
Fax: +91 40 23704926,
23714250
E- mail:
Contact@heterodrugs.com
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BRANCH OFFICES
HETERO SINGAPORE PTE
LTD.
19 Loyang way
#02 03, C.I.L.C Building
Singapore 508724
Tel: (65)65458442/65467901
Fax: (65)65458443
E Mail:
ramakrishna@hetero.com.sg
46
CHAPTER-IV
DATA ANALYSIS AND
INTERPRETATION
47
Yes
60
Opinion Percentage
No
Partially
35
Interpretation:
From the above analysis we infer that of them are totally aware of the
Rewards provided for employees in the HETERO DRUGS , very few are not
aware due to the communication gap and also few of them are not clear about
what comes under rewards.
2.
48
Opining of emp.
HETERO
In Diff.
DRUGS
ICICI
Bajaj Allianz
Vistusa
70%
50%
45%
Companies
Opinion %
60%
The above table depicts respondents view points to the extent of awareness of
Rewards and Recognition in their companies. In HETERO DRUGS 60% of
their employees are aware of the total Rewards and Recognition. In ICICI Bank
70% of their employees are aware of Rewards and Recognition. IN Bajaj
Allianz 50% of their employees are aware of the total Rewards and
Recognition. In Virtusa 45% of their employees are aware of the total Rewards
and Recognition.
Interpretation:
From the above analysis we can infer that the employees of HETERO DRUGS
are well known about their Rewards and Recognition compared with ICICI
Bank it is something less.
3. Employee Sources to known about the new Rewards & Recognition.
Opinion
Employee
HETERO
of Through
superior
20
Co-
Through
When necessary
washer
12
website
64
comes.
4
49
DRUGS
ICICI
Bajaj Allianz
Virtusa
10
10
5
15
10
15
70
70
80
50
10
0
Interpretation:
From the above analysis we know that the most of the employees of the
difference companies knowing about the new Rewards and Recognition through
websites. Because every organization is providing computer with internet to
their manager and executives hence many of the employees get the information
through the websites. Some of the respondents knowing through the superior
and & co-workers, very few respondents know when the necessary time com
4.
Excellent
Good
Average
Satisfied
HETERO DRUGS
30
30
25
15
ICICI
35
25
30
10
Bajaj Allianz
20
35
40
Virtusa
15
20
50
15
different companies
Interpretation:
From the analysis only the 15%-30% of the employees are enjoying with
the Rewards and Recognition provided by their organization. Many respondents
say average. Overall many people are satisfied but not fully satisfied.
50
5.
Opinion of Employees
Yes
No
10
From the above table we depict that the 90% of the employees received
the rewards for their performance. Only 10% people not received.
Interpretation:
From the analysis we come to know that
received the Rewards and Recognition for their excellence performance. Some
of the employees not received any Rewards & Recognition those who are
recruited newly.
51
6.
Opinions of Employees
HETERO
ICICI
DRUGS
% employees who received 90
Bajaj
Virtusa
Allianz
80
85
55
Interpretation:
From the analysis we come to known that the HETERO DRUGS
laboratory providing the more rewards to their employees compared with other
companies.
7.
52
Opinion of employee of
Reward
Recognition
Both
5
10
0
25
20
0
40
25
75
90
60
50
difference companies
HETERO DRUGS
ICICI
Bajaj Alianz
Virtusa
Interpretation:
declared some
motivational awards and rewards. These Rewards and Recognition are given for
the outstanding performance of the executives as well as the non executive
employees. The different awards are:
1. Spirit of excellence award 2. Chairman's excellence award 3. Team awards
4.Special Recognition awards.
Opinion of employees
0-25%
25%-50%
50%-75%
75%-100%
53
Opinion %
30
50
20
Interpretation:
9.
Opinions of Employees
HETERO
ICICI
DRUGS
Motivation level in %
50%
Bajaj
Virtusa
Allianz
75%
55%
25%
54
Interpretation:
From the above analysis we came to know that the motivation level in
DRL is very low compared with ICICI bank and Bajaj Allianz. In ICICI and
Bajaj Allianz, their employees are more motivated with their Rewards &
Recognition compared with virtusa, something great in DRL.
0-25%
25%-50%
50%-75%
75%-100%
Opinions Percentage
15
35
50
Interpretation:
55
The survey reveals that the employees are satisfied by the Rewards
& Recognition is average 50% of employees are satisfied highly. But 15% of
the employees are satisfied very low.
Opinion
of
the
HETERO
employees
DRUGS
Opinion %
50%
ICICI
Bajaj
Virtusa
Allianz
75%
40%
30%
56
Interpretation:
The survey reveals that the employees satisfaction level in
DRL is above average when compared to Bajaj Allianz and Virtusa. Compared
to ICICI Bank, employees of DRL was less satisfying with their Rewards &
Recognitions.
12
Yes
No
Partially
HETERO DRUGS
80
20
ICICI
85
15
Bajaj Allianz
70
10
20
Virtusa
70
30
Interpretation:
57
From the above analysis we came to know that the many respondents of
different industries agreed up on the success of their organization is largely
depends on the Rewards and Recognition. 15%-30% of the respondent saying
that the company is partially depends upon the Rewards and Recognition
system of their company.
From the analysis we can come to know that the Rewards & Recognition
followed by the DRL is very effective to success of DRL.
CHAPTER-V
FINDINGS
&
CONCLUSIONS
58
FINDINGS:
Here the management provide good Rewards & Recognition. Highly
employees
satisfied
with
this
Rewards
&
Recognition
of
communication.
In this organisationanization the canteen run by co-operative
stores.
59
The hetero drugs Ltd provide so many social activities like clubs,
participate in improving facilities like roads, water etc.
This organisationanization provides loans for employees in the form
of co-operative stores.
This organisationanization provides festival advances, pension
scheme etc.
60
SUGGESTIONS
5. The management should update its rewards systems in order to motivate the
employees from time to time.
61
8. The training and relation should be improved and trade union should
actively participate in where ever the workers are brutally suppressed.
10. The employee not only wants rewards and recognition he or she also wants
to be free from stress and reduce his fatigue. The management should help
him by adopting yoga practice in the organization.
62
CONCLUSIONS
1. The awareness of employees about Rewards and Recognitions was high.
ICICI a bank i.e. of 70% where as it is 60% at HETERO DRUGS a
pharmaceuticals and Bajaj Allianz stands next with a percentage of 50%
when it is only 45% at vistusa.
2. Most of the employees know about new rewards and recognitions through
website and very less % of employees through their superior.
3. The employees expressed this satisfaction to a greater extent even though
there is a certain dissatisfaction among the workers regarding rewards
recognitions.
4. Almost of the companies either is may be pharmaceuticals or insurance or
banking are providing the rewards and recognition to their employees
performance but not for only others like seniority.
5. Every employee wants tax come out with best results as it was proved as
90% of HETERO DRUGS , 80% of ICICI, 85% of Bajaj Allianz, 55% of
virtusa received the rewards and recognitions provided.
6. The learned employees want to earn not only rewards but also recognition.
7. The motivation of employees through rewards and recognitions is very low
at HETERO DRUGS when compared with ICICI & Bajaj Allianz.
8. Almost 85% of the employees believe that the success of any organization
largely depends on rewards & recognition system.
63
BIBLIOGRAPHY
64
BIBLIOGRAPHY:
Company Profile
-www.Hetero.com
www.google.com
Subba Rao
K.Aswathappa
www.pharma.org
www.pharmaceutical_industry.info
www.pharmaceutical_drug_manufactures.com.
Biswajeet Pattanayak
65
QUESTIONNAIRE
66
QUESTIONNAIRE
Name
Department:
Designation:
1)
Yes
b)
No
3)
2)
Date
b) Non monetary
c) both
Are you aware of all the Rewards and Recognition provided to you by
the organization?
a) Yes
4)
b) No
c) Partially.
How did you come to know about any new Rewards and Recognition
being introduced in the organization?
a) Through superior
c) Through websites
5)
b) Co-workers
d) when necessary comes
b) Good
c) Average
d) Satisfactory
67
6)
Did you get any Rewards and Recognition for your performance in
your organization?
a)
Yes
b)
No
8)
b) Non monetary
c) both
9)
b) 25%-50%
c) 50%-75%
d) 75%-100%
10)
b) 25%-50%
c) 50%-75%
d) 75%-100%
11)
b) No
c) Partially.
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