WINDLAS BIOTECH LTD.

A REPORT

ON

RECRUITMENT & SELECTION

Prepared By:
 CONTENTS

• Preface
• Acknowledgment
• Objective Of Study
• Company Profile
• Company Business, Mission & Objectives
• Swot Analysis
• Company’s Product
• About Company’s Project
• Analysis
• Findings
• Reccomendations & Lmitation’s
• Conclusion
• Bibliography
OBJECTIVE

OF

STUDY
The parent company, Windlas Steel Crafts established by late Mr. Ved Prakash
Windlass in 1943 to manufacture Gurkha Khukris for the British Army in India,
is today a worldwide leader in the swords business and an approved vendor to
the United State Govt. and other European countries.
Guided by golden words:
Technology, Finance, Strategy and Planning.

Its Associates:
• WINDLASS STEEL CRAFTS
(Edged Weapons Exports)

• WINDLASS REALTORS & DEVELOPERS

(Projects Builders & Estate Developers)

• HOTEL AMBASSADOR DEHRADUN

(Hospitality Business)

Overseas:
• ATLANTA CUTLERY CORP.
Mal Order Business (USA)
• MUSEUM REPLICAS LTD.
Mal Order Business (USA)
• SHERWOOD BUSINESS
Family entertainment theme park (USA)
• IMPERIAL SWORD COMPANY
Military swords (UK)
 WINDLAS BIOTECH LTD.

Windlas Biotech Ltd, is the flagship company of the reputed Windlas Group. It
is one of the growing WHO-GMP &ISO 9001:2000 certified Tablet, Capsule,
Oral Liquid & small volume Parental Manufacturing industry engaged in the
contract manufacturing & loan licensing business.
It was set in 2000, under the able guidance of Mr.Ashok Kumar Windlas (M.D),
at mohabewala, Dehradun (U. K). It is a well known outsourcing partner for
leading pharmaceutical companies in various countries around the world like
Emcure, Lupin, Mankind, Wochardts etc. It has recently set up a most advance
F&D facilities.

• About Windlas Group

• Our Mission

• Manufacturing

• Quality

• Formulation Development

• Services

• Customer Satisfaction

• People
 • Business Development

• Safety, Health & Environment

• Future

MISSION:
Its mission is to be the choices outsourcing partner for leading pharmaceutical
companies in various countries around the world by continually offering them
new validated formulations on the basis of process based Research &
development.
They are committed to take an innovative, responsible and sustainable approach
towards meeting the healthcare challenges of mankind. They contribute to
achieve real and sustainable results by developing medicines and making them
available through partnerships at affordable prices to promote coverage of
healthcare.

VISION:

Their vision is to advance as a manufacturing support structure for global

pharmaceutical companies catering to regulated markets under collaborative
arrangement. Thus providing a broad spectrum of outsourcing solutions.

MANUFACTURING:
WBL being one of the leading business ventures of the Windlas Group.
Constantly strives to do better, and excel in its field of pharmaceutical
formulations.
Their strength lies in the manufacturing of products in dosage form of tablets,
capsules, liquid orals and small volume Parenteral.
The following are their manufacturing capacities for respective dosage forms.

• Tablets 900 million/yr

 • Capsules 180 million/yr
• Liquid Orals 30 million/yr
• Parenteral 70 million/yr

To complement processing capabilities, the company provide a range of packaging

configurations, with extensive capabilities in different pack sizes and formats like:
1. For tablets and capsules
• Strip packing
• Blister packing
• Alu-Alu Blister packing Orals
2. For liquid orals
• Glass and Pet Bottles

3. For solid Orals

• Glass and Pet Bottles

• Sachets

4. For Parenteral
• Ampoule Blister packing
• Ampoule trays

QUALITY:
`
 Bulk Drug Substance

Preformulation studies

Prototype Formulations
development

Bioavailability& Scale up & Validation

Bioequivalence studies Tech Transfer

Stability Commercial
studies manufacturin
g

Product Registration support

Quality is inherent at WBL. The quality of a product involves many parameters that
cannot be evaluated by mere visual control. Thus at WBL they have established an
extensive quality system with the purpose of verifying and satisfying the product quality
and manufacturing process.

The quality assurance and quality control departments support WBL’s development
activities and are responsible for visual control of sample and for verifying a certificate of
analysis of each consignment. The technical files of all individual products are also
continuously evaluated, and are further submitted for independent re-analysis according to
our internal control analysis program to ensure they meet the analytical specifications.

WBL’S facilities are validated for Good Manufacturing Practice (GMP) production and
are regularly agencies. They work to comply with the appropriate FDA (Food and Drug
Authorities) requirements of manufacturing facility qualification audits and for the
manufacture of pharmaceutical formulations.

FORMULATION DEVELOPMENT:
They keep their research and development in line with their business strategy to drive their
pharmaceutical business forward. A well equipped laboratory and pilot plant with state-of-
art equipment and their qualified staff, ensure quality minded production. Full quality and
regulatory support is available for the products.

Pre-formulation services
• Raw material sourcing
•
• Physical properties

• Powder characterization

• Active solubility’s and partition coefficients.

• Active compatibilities with other materials and excipients.

• Active stability and factors affecting stability (O2, heat, light sensitivity, effect of
Ph)

• Formulation and packaging compatibility.

• Formulation and package prototype

Formulation Services:

• Formulation development for early safety studies

• Prototype formulations for bioavailability and bioequivalence studies

• Process development for pilot and commercial scale manufacturing.

Commercial formulation development & analytical development

services:
• Method development & validation
• Cleaning residuals development & validation
• Dissolution and drug release proofing
• Forced degradation studies
• Specifications development
• Stability monitoring to ICH guidelines

SERVICES:
WBL focus exclusively on outsourcing with clear focus on meeting client needs
through flexibility, creativity and service excellence. By serving the manufacturing
needs of many renowned international pharmaceutical companies.

Professional project managers, dedicate quality control and assurance units, together
with environmental, health and safety systems, fully support their manufacturing
services.

Their range of services includes:

1. Formulation development.
2. Process validation.
3. Stability studies design and monitoring using ICH guidelines.
4. Manufacturing, packaging and release testing of registration
batches.
5. Distribution and logistics.
6. Adequate documentation for drug application.
7. Experienced PAI (pre approval inspection) team.
8. Complete data for notification dossier.

Their success as outsourcing specialists is the result of focusing on their clients’ top
priorities, including quality products, flexible manufacturing, On time delivery and
unparalleled responsiveness. By meeting these priorities they have established long-
term relationships with clients.
 CUSTOMER SATISFACTION:
For WBL customer satisfaction is the yardstick to measure quality of
its products and services. Customer satisfaction is their prime priority
which they ensure by providing the best solution that fulfill their
customer’s needs and expectations.

120

100

80
North
60 West
East
40

20

0
 Overall Product Product Would
Evaluation Value Quality recommend
to others

Customers regard us as a valuable, reliable and trusted business

partner, geared to meet their expectation in terms of confidently, timing, quality, costs
and providing added value, way beyond the simple fulfillment of the contract.

WBL have a Microsoft Navision ERP management system to conform to the latest
standards of online batch manufacturing and process control which enables them to
achieve maximum productivity and timely deliveries to their customers.

PEOPLE:
Their most important assets are their qualified & dedicated personnel. Their extensive
expertise in process oriented project management provides responsiveness that makes a
difference. All sales and business development personnel are fully versed in the
outsourcing requirements, of a variety of complex projects.
To reach their aim of gaining higher benefits they employ well trained, motivated and
focused employees. Working on an independent and self responsible basis.
They at WBL thrive to have the most productive team of people in terms of flexibility,
efficiency, innovation and reliability to exemplify the spirit of co- operation and energy.

BUSINESS DEVELOPMENT:
The ability to anticipate change and the foresight to help shape charges continuously as
they emerge, enhance success. Their strategy as a dedicated contract manufacturer is
based on providing a complete but flexible development and manufacturing package
created through close interactive partnerships with their customers.

The company enters into manufacturing agreements with medium to large sized sales and
marketing organizations that are specialists in branding but want to outsource
manufacturing. This strategy has proven to be successful and enabled them to retain
flexibility to meet the demands of the customers without affecting the security of
suppliers, quality and continuity.
They combine unparalleled experience. A proven track record, technical expertise,
financial security, high quality standards and superior management to ensure that their
services match their customer’s expectations in every detail.

To maintain their financial independence they follow a monitored policy with financial
planning and controlling. Profits are used primarily to strengthen their assets nd to
promote expansion in sales activities as well as in making new investments.

SAFETY, HEALTH & ENVIRONMENT:

At WBL they strive to maintain the balance of economic, ecological and social impact of
their activities on the environment in the widest sense. It is so conceived that it ensure
sustainable business activity in the long run.

Economic use of energy sources is of vital importance in the intensive production process
of pharmaceutical formulations. They are committed to operations and practice which
ensure safety, economic use of energy sources and a clean pollution free environment.

They promote social and economic development that nurtures cultural and scientific
activity, protects the environment and preserves scarce natural resources. They
continuously invest in infrastructure that reduces that impact of its industrial activities
on the environment. For this reason WBL has equipped his manufacturing plants with
biological and chemical wastewater treatment facilities.

FUTURE:
With a mission to improve human health, they continue to grow by advancing their
resources and realizing their resources and realizing their full potential.

The future plans of WBL is to hold the establishment of a new pharmaceutical

formulations manufacturing company named WINDLAS HEALTHCARE, on the lines
of custom manufacturing for global companies to cater selected regulated markets.
Windlas group is further branching into the manufacturing of metal engineering products.
Such as oil exploration devices and parts under the new entity.
STRENGTH
• UTTARAKHAND IS AN EXCISE FREE ZONE.

• POLITICALLY STABLE ENVIRONMENT.

• COMPANY’S TEAMWORK.

• HIGHLY SKILLED AND DEDICATED MANPOWER.

• CUSTOMER ORIENTED.

WEAKNESSES
• CONTRACT MANUFACTURING.

OPPORTUNITY
• STRONG MARKET POSITION

THREAT
COMPETITION WITH SMALL COMPANIES

RECRUITMENT

Recruitment
is the process of generating a pool of capable people to apply for employment to
an organization.

Selection
is the process by which managers and others use specific instruments to choose
from a pool of applicants a person or persons most likely to succeed in the job(s),
given management goals and legal requirements.

 Recruitment and selection are vital to the formation of a positive psychological

contract, which provides the basis of organizational commitment and
motivation.

 The attraction and retention of employees is part of the evolving employment

relationship, based on a mutual and reciprocal understanding of expectations.
 There are wide variations in recruitment and selection practices, reflecting an
organization’s strategy and its philosophy towards the management of people.

 Progressive HR practices are crucial to a positive psychological contract – this

includes attention to effective recruitment and selection practices.

Recruiting and selecting the right people is of paramount importance to the

continued success of WBL. This Recruitment and Selection Policy sets out how to
ensure, as far as possible, that the best people are recruited on merit and that the
recruitment process is free from bias and discrimination.

Recruitment and Attraction

 Recruitment Process Checklist


Review volunteer turnover, volunteer demand and supply and plan
Decide to recruit
Conduct task, job and work analysis
Establish job description and person specification
Establish costs of recruitment and budget
Action procedure of advertising, selection process and hiring

Selection Process Checklist

Having initiated the recruitment process and advertise

Acknowledge applications received
Conduct first interviews
Short list
Notify applicants of their rejected applications
Conduct second interview
Action any employment testing [psychological, physical or medical]
Do reference and background checks
Analysis and make a decision
Notify applicant of decision
Negotiate any conditions
Place an offer
Record acceptance of offer

Policy & Principles:

1. Recruitment at all levels is strictly on merit.
 2. There shall be no discrimination on the part of the company on
account of the race, color, sex, religion, political belief of any
employee.

3. Any physical handicap is not a bar to employment with WBL,

provided the candidate meets the job requirements

4. Normally relatives of exiting employees are not offered

employment with WBL. Exceptions require written permission
from the M.D.

The main stages in the recruitment process are identified below in the
flow chart:-

Identify Vacancy
↓
Prepare Job Description and person Specification
↓
Man Power requisition form filled by HOD
↓
Data Collection(Resume)
↓
Application Screening
↓
Interview Call
↓
Psychometric Test
↓
Preliminary Interview
↓
Final Interview
↓
Finalisation of terms and conditions
↓
Appointment Action

The recruitment process begins when there is a vacancy in any

Department, either because an existing staff member has left, or
because there is new work to be done. It doesn't finish until after the
appointment has been made.

Example of such a “Unsuccessful Application” letter

Applicants who do not meet the selection criteria to your satisfaction, especially all of the “essential”
criteria as compared to the “desirable” criteria, should always be excluded from further consideration
and not be interviewed.

These excluded applicants should be sent a formal letter advising them they were unsuccessful.

[Date]
[Applicant’s Name]
[Home Address]

Dear [Applicant’s Name]

RE: [Position Title]

Thank you for your interest and time taken in applying for the above position.

Unfortunately, on this occasion, your application was not successful.

I wish you well in your future endeavours and thank you once again for your application and interest.

Yours faithfully

[Name]

[Title]

Example of an “Interview Invitation” letter

[Date]
[Applicant’s Name]
[Home Address]

Dear [Applicant’s Name]

RE: [Position Title]

Thank you for your interest and time taken in applying for the above position.

You are invited to attend an interview at [time] on [date] to be held at [location].

Please confirm your availability to attend by contacting [Name and contact details] by [date and time].

I look forward to seeing you at the interview on the [date].

Yours faithfully

[Name]
 [Title]

PRELIMINARY INTERVIEW:-

After application screening, first of all preliminary interview is conducted by HR

Department, to check the:-
• Reliability and Validity of the information written in the resume of the
candidate.
• General Aptitude of the candidate.
• Confidence Level.
• General Awareness, Family Background etc.
The candidate selected after the preliminary interview are called for the final
interview.

FINAL INTERVIEW:-
The Final Interview would be taken by HOD with the reporting immediate
supervisor. They will assess candidate’s
• Practical Knowledge
• Technical Knowledge

WBL conduct’s Mixed Interview

Some Interview Questions by the Employer

1. Describe yourself in brief.
2. What is your Educational Qualification?
3. Why do you want to leave your present job?
4. Why are you interested in joining our company?
5. Tell me about your experiences.
6. What is your present salary? What are you expecting?
7. What are your short term goals?
8. What are your achievements in the last job?
9. What are your hobbies?
10.What are your strengths and weaknesses?
11.How do you fit the requirements for this job?
12.Describe biggest crisis in your career.

Throughout the recruitment and selection process the best person should be selected on their
merits such as their skills, experience, knowledge and appropriate qualifications with the needs of
the position/job description and person specification.

Reference and Qualification Checks

It is extremely important to conduct Reference and Qualification Checks for those volunteers that
you have placed on your short list and certainly prior to an offer being made.

Your impressions gained at the interview, the stated work experience and qualifications need to be
confirmed by referees before a final offer decision is made.
 REFERENCE CHECKLIST

Name of Applicant: ______________________________________________

Position applied for: _____________________________________________
Referee: ______________________________________________________
Relationship of referee to applicant: _________________________________
Date: _________________________________________________________
Introduce Yourself -
The applicant has applied for a position in our organisation and has provided your name as a referee. I
would like to spend just a few minutes talking to you about the applicant. Can you spare the time
now? (If not, agree a time to call back).
What position did the applicant hold in your organisation? _______________
_____________________________________________________________
Did he/she hold any other positions with your organisation? _____________
_____________________________________________________________
What was the applicant’s period of employment?
From ________________________ To ______________________________
Why did the applicant leave your organisation? ________________________
____________________________________________________________
What were the duties and responsibilities of the applicant? ______________
_____________________________________________________________
How well did the applicant get along with -
co-workers ________________________________________________
those reporting to him/her ________________________________________
management __________________________________________________
What was the applicant’s attendance record like? ______________________

Did the applicant have a positive attitude to work? _____________________

_____________________________________________________________

What is your view on the quality and quantity of the applicant’s work? ______
_____________________________________________________________
What is your view on the applicant’s -
initiative ______________________________________________________
reliability ______________________________________________________
willingness to learn ______________________________________________
 ability to meet targets and deadlines ________________________________
compliance with company standards ________________________________

In which areas, if any, did the applicant -

exceed expectations ____________________________________________
fail to meet expectations ________________________________________

What do you consider to be the applicant’s -

strengths _______________________________________________________
weaknesses _______________________________________________________

Do you have a view on the work environment -

which would best suit the applicant _________________________________
_____________________________________________________________

which would least suit the applicant ________________________________

_____________________________________________________________

Would you employ the applicant again if given a chance? ________________

Reference check conducted by: ____________________________________

SOURCES OF RECRUITMENT :
The following sources of recruitment are available in
WBL:

INTERNAL SOURCES:

• DATA BANK
This include resumes received directly by the company are
maintained and the suitable resumes will be forwarded to the
concerned department.

• Recommendations by present employees provided

they meet at all requirements
 • Recruitment within the organization by promoting the
existing employee

EXTERNAL SOURCES:

Through online recruitment agencies:

This includes all the private job agencies which provide

the services of recruitment. Some of them are
www.naukri.com, www.monister.com,
www.timesjob.com

• Newspaper advertisements:
This is also a effective source of recruitment which is
generally used by WBL. The company give
advertisement in Times Ascent, Hindustan Times and
local newspapers.
FOR EXAMPLE: The advertisement is attached as an
annexure

WALK IN INTERVIEW
WINDLAS BIOTECH LTD.
PACKING SUPERVISOR:- 05
B.SC with 2-3years experience in reputed pharmaceuticals

COATING OPERATOR:- 03
10/12th with 1-2 years experience in reputed pharmaceuticals

MICROBIOLOGIST:- 02
M.SC in microbiology with 3-4 years experience in reputed
pharmaceuticals

EXECUTIVE- MECHANICAL MAINTENANCE:- 02

B.E/Diploma in mechanical engineering with 2-3 years experience

EXECUTIVE- ELECTRICAL MAINTENANCE:- 02

B.E/Diploma in electrical engineering with 2-3 years experience
TRAINEE DIPLOMA ENGINEERS- ELECTRICAL/
MEHANICAL:-
Fresh diploma in mechanical/ electrical engineering

A.H.U OPERATORS:- 03
I.T.I in refrigeration with 4-5 years experience

CHILLER OPERATOR:- 03
I.T.I in refrigeration with 4-5 years experience

WATER SYSTEM OPERATOR:- 02

4-5 years experience in R.O, E.D.I.S Purifies water system
operation
“COMPENSATION WILL MATCH THE INDUSTRY
STANDARDS.” INTERESTED CANDIDATES NMAY ATTEND
WALK IN INTERVIEW ON 28 JUNE ‘09(SUNDAY) AT
10:00 A.M AT
“WINDLAS BIOTECH LTD.”
40/1, MOHOBEWALA INDUSTRIAL AREA
OLD S.B.I ROAD DEHRADUN
TEL:0135-2528000-30, FAX:-0135-2643005,
E-MAIL:[email protected]

WINDLAS BIOTECH LTD.

(REQUIRES)
Windlas is fast growing well diversified group. We
require following Personnel for Pharmaceutical Tablet,
Capsule, Syrup & Injection Factory at Dehradun:-
Managers, Asst. Managers, Executive & Chemists for
following Departments-
Quality Assurance, Business Development, Formulation
Development, Packaging Development, Purchase,
Microbiological Testing, Store &Human Resource.
The HR Department: Windlas Biotech Ltd.
40/1 Mohebewala, Industrial Area,
 Sharanpur Road Dehradun or
Email to: [email protected]

• Employment agencies:
This includes all those private agencies and consultancies
which provided the services of recruitment. Like:
Sivananda placements.
S A Career consultancy.
Connect Consultancy.
Balaji placements.
Target Placements.
Swift consultants.
Dream Rider Consultancy.

• Walk ins

Internal recruitment has certain advantages:

 Cultural control.
 Motivating & rewarding effect as people know they have
career possibilities.
 Development of people through promotions.
 Lower recruitment & selection costs, a faster process.
 The person is known.
 The person is likely to have realistic expectation.

...And certain disadvantages:

- A limited pool of candidates...

- Are suitable persons available, and will they be
’released’…
- How to make the job and the person connect…
 - What follows if the internal candidate who applies is not
selected…

Recruitment Cycle Time:

To bring in more effectiveness in the recruitment process, HR would follow a specific

project deadline of 38 days (from the day it had received the approved Manpower
Requisition) to hire a new employee.

The process specific schedule break-up is mentioned below

Time
Phase Activities
frame
Role Identification, Job Description, CV Sourcing & Initial HR
I 15 days
short-listing
Organizing the Written Tests 5 days
Organizing the First Technical Interviews 5 days
II Organizing the Final Interviews 4 days
Sessions to take the final decisions 3 days
Preparing the Salary Proposal, Negotiate with the selected
III 6 days
candidates & offer closure

PROCEDURE OF RECRUITMENT IN W.B.L:

1. After identification of a vacancy, the approval to fill

the vacancy should be obtained from the M.D.

2. The department head will forward the duly

approved requisition from to the H.R. Deptt.

3. On receipt of the requisition from the H.R. deptt.

Will collect the application from the source listed
above.

4. The initial screening of application will be done

by H.R. Deptt.
 5. Preliminary interview will be conducted by the
H.R. Manager and department/ selection head.
Candidate qualifying in the preliminary interview
will be call for final interview.

6. The final interview for all category will be

conducted by D.G.M. Comm.& G.M. Plant .
E.D. & M.D. will see the candidates for Sr.
Manager listed above before their appointment.

7. The candidate called for interview from the

distance more than 100 KM shall be paid to & fro
charges, Bus/ IInd class sleeper up to executive
level, A/C Bus/ III rd A/C Sleeper Asst. Managers.
Dy. Managers & Managers IInd A/C/ sleeper
Senior Manager and above, for attending the
interview. Payment of Air Fair could be
considered in special case with prior approval of
E.D. /M.D.

8. All negotiation of terms of appointment will be

handled by H. R. Manager in consultation with D.G.M.
Communication & Administration & Departmental head.

9. After finalization of appointment a letter of

intend duly signed by Head H.R. will be issues to the
candidate.

10. Detailed appointed letter will be given to

candidate only at the time of his/her joining.

11. Newly appointed individuals will be on

probation for six months. Probation can be
extended at the discretion of Mgmt. but in no
case probation period will be for more than 12
months.
12. Confirmation will not be deemed a routine
occurrence on expiry on probation period.

13. Written information about the confirmation of

employee will be given to the employee on expiry of the
probation period

COST INCURRED IN THE RECRUITMENT

PROCESS :
• Salaries for recruiters.
• Management and Professional time spent on preparing
job description, job specification, advertisements, agency
liaison.
• Cost of advertisements and other recruitment methods.
• Administrative expenses.
• Incentives to the employees.
• To and fro charges.
• Loss of production and OT.

TIME OFFICE
Time office includes the documentation which includes in
time and out time of the employees, record keeping
(attendance and leave record)

1.Employees Personal file: personal file includes

education record, experience and all other documents.

Education Records includes:

• Higher education.
• Intermediary Education.
• Graduation.
• Technical/Profession qualification.
• Additional courses.

Experience: Experience includes in which company he/she

was working and what is the previous designation, present
designation and how much experience he/she has.

Other Documents: Includes

• Joining Report: Joining report includes name, date,
designation, time of the employees when they join the
organization.
• Nomination Form: it includes the nominee of the
property after his death.
• Personal Data Form: personal data form includes
name, father’s name, D O B, address, blood group ,
qualifications, permanent account number.
• P F Nomination Form
• Medical Report: Blood test report, physical
examination.
• Photograph: user’s identity
• I D proof (Photo I.D): I.D proof of the company that
the workers really work here.
2.Statutory: statutory includes the:
• Provident File
 • Employees State Insurance Corporation file
• Factory Act file
• Bonus file
• Salary

3. Regular Administrative Documentation:

This includes circulars.

PERSONNEL DEPARTMENT HAS BEEN

FURTHER SUBDIVIDED INTO THE
FOLLOWING :
• POLICY FORMULATION

• INDUSTRIAL RELATION

• OPERATION CELL

• WELFARE

• CANTEEN

• GENERAL ADMINISTRATION

• LEGAL

• RECRUITMENT CELL

• LIASION CELL

• MANPOWER PLANNING
EMPLOYEE ORIENTATION

Every new employee of company will be provided 03 days orientation training as per
the below mentioned schedule.
Day 1st
a>. H.R. Department will complete joining formalities of new employee.
b>. After completing the joining formalities H.R. department will introduce the new
employee with the all department & section in charges and familiarize him with the
following.

i> Introduction and history of the company.

ii> Organization Structure.
iii> General rules, Policies & code of conduct of Company.
iv> Gowning Process, Personal hygiene, safety rule & instructions.
c.> At the close of day 1st H.R. department will provide the orientation schedule for
next two days to the new employee.
Day 2nd
a.> The new employee will visit all departments/ sections i.e. Q.A., Q.C. Production,
Stores etc. of the company as per the schedule given by H.R. department.
b.> during his visit the concerned department/section in charge will familiarize him
with the organization structure, role & function of his department.
,Day 3rd
a.> The concerned department head will take the charge of new employee and
ensure the following.
i> Introduce new employee with all department colleagues.
ii> Familiarize him with the department structure, Role & functions of the
department.
iii> Familiarize him with all applicable Standard Operating Procedures of
department.
 iv> He will also ensure the finalization of job responsibilities of the new
employee and provide a duly approved copy of job responsibilities to the
new employee and H.R. department.

Submission of Induction Report

After completion of induction program the new employee will submit a duly signed
induction report to the H.R. Department. in the prescribed format (attached herewith
as annexure -B)

Annexure - B
Induction Report
(To be filled by new employee)
Name: Department: Qualification:

Designation: D.O.J.: Experience:

Signature
S.No. Date Area Topic Covered Employee Sig. H.O

H.R. Deptt.

Q. A.

Q.C.

Prod.
 Store.

Declaration
I have successfully completed my induction program and has understand all the rules, regulations , co
conduct ,safety instruction , gowning process applicable in the company & I also has understand the all S.O
applicable in to my department . I here promise to follow the all above rules & procedures

Name & Signature ( New empl

Remarks (if Any)

EMPLOYEES BENEFIT/ WALEFARE POLICIES

Leave & Holidays:

The leave year for all type of leave & holidays shall be the calendar year i.e. from
January to December. No employee shall extend his/her leave beyond the sanctioned
period without receiving prior approval in writing.

i> National & Festival Holidays :

The employees shall be granted 10 festival holidays including three National Holidays
i.e. Republic Days, Independence Day and Gandhi Jayanti. The management would
draw up the rest of 07 festival holidays to be given to employees. List of holidays will
be approved by Managing director/ director.

ii>Casual Leave:

All employee shall be entitled for seven days casual leave in a leave year subject to
the general condition mentioned below:
a. Casual leave shall be credited to an employee’s account on first day of
January every year or prorate basis if joining falls within the year.
b. Granting of leave is not automatic and is at the management, sole discretion.

c. Prior approval of leave is essential If because of unavoidable circumstances

prior approval has not been obtained, it will be essential for the employee to
inform his superior through telephone about his inability to attend office.
Subsequent written approval has to be obtained within two days of expiry of
the leave availed.
d. Casual leave can not be combined with any other type of leave this may be
suffixed or prefixed with holiday/weekly off day but not both. Weekly or
other holidays falling within the casual leave shall be counted as leave.
e. Casual leave for a less than half day or exceeding three days at a time shall
not be granted.

Sick Leave:
The employees not covered under E.S.I. Act shall be entitled for 08 days sick
leave for every calendar year of services.
a. Sick leave can be accumulated up to maximum of 24 days.
b. For Sick leave exceeding two days certificate from the recognized medical
practitioner,
Approved by the company shall be provided.
c. Where sick leave exceeds 05 days management has the right to get the
employee
examined by a doctor appointed by the company.
d. Sick Leave shall not be encased.
f. Sick leave can not be combined with any other type of leave this may be
suffixed or prefixed with holiday/weekly off day but not both. Weekly or
other holidays falling within the casual leave shall be counted as leave.
g. In case of long illness, an employee may be granted leave without pay for 3
months provided an application accompanied by the authorized doctor’s
certificate, subject to the E.S.I. and other industrial law applicable to the
company. Absence for more than months due to sickness will call for
termination of services.

Earned Leave:

All staff member i.e. from tr. Chemist to above shall be eligible for earned leave
on the basis one day leave for every 15 days work during the previous calendar
year, subject to employee has worked for a continuous period of 240 days in the
preceding calendar year.
a. All workmen shall be eligible for earned leave on the basis one day leave for
every 20 days work during the previous calendar year, subject to employee
has worked for a continuous period of 240 days in the preceding calendar
year.
b. An employee, whose service commences in the middle of preceding calendar
year shall be eligible earned leave calculated on prorate basis.
c. In calculating of earned leave a period of half day or more shall be treated as
one full day and a period less than halfway shall be omitted.
d. Earned leave may be accumulated up to maximum of 90 days.
e. Earned may be encased subject to sole discretion of management and the
following guidelines
The minimum leave encashment must be more than four days.

i. Encashment can be taken once in year only.

ii. Encashment of leave is subject to the balance of 30 days leave in the
employee account after the said encashment.
f. Availing of earned leave shall be governed by the following guidelines
a. At least 15 days prior sanction must be obtained for taking the earned
leave.
b. It can be availed on maximum three occasions in one leave year and
minimum period of three days.
c. Earned leave shall not be combined with any other type of leave.
d. Weekly or other holiday falling within the earned leave period shall not
be counted as leave.
Leave Without Pay:
This is a special leave granted at the discretion of the management in the
exceptional circumstances, when all admissible leave has been availed.
During the period of this leave the employee is not entitled to any pay or
benefit but retains a lien of his/her job.

Procedure of Taking Leave:-

Employee wants to avail leave will apply to the Concerned H.O.D. for
recommendation in the prescribed leave form and get it sanctioned from
the Sr. G.M/G.M. after the recommendation of H.O.D.
Duly sanctioned leave will be submitted to H.R. department before
proceeding on leave.
The employee proceeding on leave without information & prior sanction
shall be treated as absent and not be entitled for any pay for that days.
 Employees Provident Fund Benefit: All employee of the company
getting basic salary up Rs. 6500 and below shall be eligible for P.F.
scheme Company shall contribute 12% of basic salary in the P.F. A/c of
employee as employer share.

Benefits: i> Continuous savings with good interest.

ii> Pension benefit on retirement

iii> insurance benefit

E.S.I. Benefit : All employee of the company getting Rs. 10,000 & below
as gross salary shall be eligible for E.S.I. scheme.

Employee Contribution: 1.75% of gross salary

Employer Contribution: 4.75% of gross salary

Benefit : i> Medical benefit for self, spouse & children & parents
(if dependents)

ii> Leave benefit during sickness/maternity

i> Compensation for Partial/ total Permanent or

temporary disablement
/death due to employment injury

ii> Maternity benefit to insured woman

Gratuity Benefit : An employee who has completed 05 years of

continuous services shall be eligible for the payment of gratuity @ rate of
15 days basic salary for each completed year of services subject to the
maximum limit of Rs.350000/=. The gratuity benefit is linked with LIC
Scheme and more benefits shall be paid to the family or nominee of the
employee, in case of unfortunate event of death of employee while in the
services in the company.
TRAINING & DEVELOPMENT : For the development of competence of
its employees Windlas healthcare provides continuous training to its
employees following are the procedure of training at Windlas healthcare.

i> In house Training: The concerned H.O.D. shall identify

the training need for employees of its department and
H.R. department shall arrange in house training
programmes as per the training needs. These training shall
be based on the required skill & behaviors , for
performing job.
ii>

iii> Out sides Training : Where the company thinks that in

house training programmes are not adequate to meets the
employees training needs employees shall also be sent for
attending training programs organized by the out side
professional or bodies.
These programmes shall not only be helpful in improving
employees abilities to perform better in their present
assignments, but also provides a means of self
improvements.
 TRAVELLING RULES
1.Local Travel : Employee going on official work during office hours
within the 50 Km. of the palace of their posting shall be entitled
reimbursement as per below mentioned sheet .
GRADE MODE OF TRAVEL

Asst. Chemist & Below Bus/ Vikram

Chemist / Supervisors Own Conveyance/Bus/ Vikram

Asst. Officer – Asst. Mgr Own Conveyance/Bus/ Vikram/Auto

Dy. Manager – D.G.M. Own Conveyance/Auto

G.M. & Above Own Vehicle, Co’s Vehicle/Taxi

Those Employees who will use their own conveyance for official work
will get the local conveyance as follows:
For Two Wheeler : Rs. 2.50 per Km. (Including maintenance)
For Car : Rs. 5.00 per KM. (Including Maintenance).
2. Travel out of Dehradun within A distance of 80 Kms.

D.
GRADE Mode of Travel Local Conveyance
A.

Helper - Operator 30/= Bus/ Train Rickshaw/Local Bus/ Share Auto

Chemist– Asst.Officer 50/= Bus/ Train Rickshaw/ Bus/ Share Auto

Asst. Officer - Officer 60/= Bus/ Train Rickshaw/ Bus/ Share Auto

Deluxe Bus/
Sr. Officer – Dy. Mgr 75/= Auto
Train
100/ Deluxe Bus/Train
Manager & Above Taxi
Actual Company Car

Note: In case of Emergency company car may be used by any category with
prior sanction of
Director / Managing Director.
 3. T. A. & D.A. Rules for traveling with in India more than the distance of
100 Kms. & above.

MODE OF LOCAL DAILY ALLOWANCE LODGING CHARGES

S.No. GRADE CLASS A CLASS – B CLASS A CLASS – B
TRAVEL CONV.
CITY CITY CITY CITY
Helper - I BUS/TRAIN BUS/
1 150/- 125/- 250/- 200/-
Operator W-III (II Class) VIKRAM

Chemist –
2 -do- -do- 175/- 150/- 300/ 250/-
Asst.Officer
DLX
Officer – Dy.
3 BUS/Train(II Auto 225/- 200/- 500/- 400/-
Mgr.
Class)
1500/-
Share Taxi/
Manager - 2000/- (for 1000// or
4 Train(A.C. Auto 300/- 250/-
A.G.M Mumbai) or Actual
III)
actual
Actual up Actual up
Taxi/ max. max.
5 D.G.M. & Above Taxi Actual Actual
Train(A.C. II) limit of limit of
2500/- 1500/-

Class –A Cities : Delhi , Mumbai. Chennai, Kolkata, Hyderabad,

Chandigaeh, Baroda , Pune , Bangalore, Ahmdabad.
Class – B Cities: All Cities Other than The A Class Cities.
All out station pass travel must be with prior approval of Plant Manger/ G.M up to the
grade of W-I to M-I and by Executive director/ Managing Director for Grade M-II &
above.
All the travel bills must be submitted within 3 days of the completion of tour.
Travel bills must be submitted along with necessary tickets / purchase bills etc. In
the absence of supporting bills the same will not be considered for reimbursement.
For the purpose of calculation of D.A. the criteria will be from the starting date of
journey till the return of the journey.
Temporary Loan:-

2. Management may at its discretion, sanctioned temporary /short term

loan free on interest, repayable in 06 equal installments for meeting
emergency expenses to any conformed management employee.
3. The amount of loan in each case shall not exceed 01 month gross
salary of employee.
4. Fresh Loan under this category can only be applied after repayment of
previous loan.

Scholarship Scheme: To encourage the best performing student among the

children of employees, Windlas biotech Ltd. have a scholarship scheme as per the
below mention guidelines.-

a. For the purpose of scholarship all on roll employees of company are

categorized in Two groups.

i> Group –I :- Employees getting salary more than

Rs.12000/= P.M.

ii> Group –II :- Employee getting salary up to

Rs.12000/=P.M.

b. Group –I shall be entitled for two scholarships in a year i.e. one for the
students of class 08th & 9th & other for the students of class 10th & 11th.
c. Group –II shall be entitled for four scholarships in a year i.e.1 st for 4th -
5th class students , 2nd. for 6th-7th class students, 3rd for 8th- & 9th class
students, 4th for 10th – 11th class students.

d. Eligibility: Student securing position among the top 10 ranks in their

respective class(all section included) will be eligible for scholarship on
the merit basis.
 e. Scholarship amount. The winning students have their monthly school
fees paid directly to the school. They shall also be invited for a felicitation
dinner with the director of Company.

f. General Conditions:-
i> Parents must be a Windlas biotech Ltd employee for at least 2 years.
ii> Past employment records of parents shall be satisfactory.
iii>Scholarship will be for 01 year only.
iv> In case two or more children of same employee come under the
eligibility criteria only one of them shall be eligible for scholarship.

Annual Day function:- On 14th October of every year a puja followed by

lunch for all employees of company will be organized in celebration of the
annual day of company.
Recognition awards to employees that have made outstanding contributions
will also be announced. There will also be a speech by a managing Director
and the Chief Guest.

Award for the following categories shall be presented.

1. Outstanding Worker of the Section : This award will be given to the

employee up to the level of Supervisor/ Chemists. The award shall be
decided based on the recommendation of Head of the department and final
decision will be made by the Awards committee. Section for the purpose of
above award will categorized as : i> Stores, ii> Production, iii> Quality
Assurance, iv> Quality Control, v> Maintenance, vi> Office.

Best Attendance Award:- this Award will be given on the basis of

annual attendance of the employees.

S.N. Attendances in Year Award Remarks

01. No Leave 14 days Salary

02. Up to 03 07 days Salary

03. Up to 05 04 days Salary

Running Trophy for Best Housekeeping:- Award Committee will conduct
surprise visit & check the house keeping of each department every month. A
running shield for the best housekeeping award shall be presented to the
winning department.
Group Personal Accident Insurance Policy: Company have Group
personal
Accident insurance policy for its employee not covered under the E.S.I. Act.
Details of sum insured for different category is as follows:-
S.No. Category Sum insured Sum insured Total sum Remarks
Table - A Table - B insured
01. Sr. Manager & 1000000 500000 1500000
Above
02. Asst Managers 600000 250000 850000
to Managers
03. Chemist to Sr. 400000 150000 550000
Executives
General condition of Group insurance policy is follows:
i.> the policy is purely accidental insurance policy and applicable for all
bodily injury
caused due to the accident and does not cover any natural disease.
ii> Under the policy accident means a sudden, unforeseen, uncontrollable
and
unexpected physical event to the insured person caused by external
violent and visible means occurring in side as well as out side the
factory premises.
iii> The cover is for 24 hours and worldwide basis.
Benefits :-
Table –A : Under the table –A only accidental death is covered. i.e. if an
insured person died due to the accident during policy period the insurance
company will pay an amount equal to sum insured as mentioned in table – A,
to the nominee of insured person
Table – B: If an insured persons suffer from any of the following bodily injury
during the policy period. The insurance company shall pay the compensation
amount as per the norms laid down by insurance company, subject to the
maximum limit of sum insured as mentioned in table B
a> Loss of limbs
b> Loss of eyes
c> Permanent Total disablement
d> Permanent partial disablement.
ICICI Lombard Health Insurance: Company has Health insurance of Rs.
1Lacs for each employee who is not covered under the E.S.I. Act.

Policy coverage: During the policy period if any insured person shall
contract any disease or sustain any bodily injury through accident and
insured person is required admission in a Hospital/ Nursing Home for
minimum of 24 hrs upon the advice of medical practitioner. The insurance
company will pay to the insured person, the amount of such expenses as are
reasonably and necessarily be incurred by the insured person but not exceed
the sum insured i.e. Rs. One Lac only.

Exclusions: The insurance company shall not be liable to make any payment
under the policy in respect of any expenses whatsoever incurred by the
insured person due
i> Any disease which is preexisting at the time of proposing this
insurance.
ii> Any disease other than exclusive disease, contracted by the insured
person during the first 30 days from the commencement date of the
policy.