Summer Project
Summer Project
Summer Project
Submitted By:
Name: SOPHIA DEVA
SFIMAR
Batch- 2017-2019
DECLARATION
I hereby declare that the research paper titled ‘A PROJECT REPORT ON STUDY OF
EMPLOYEE ENGAGEMENT ACTIVITY AT AJANTA PHARMA LTD’ is based on
actual and original work carried out be me is being submitted to the University of Mumbai in
partial fulfilment of PGDM Degree.
I further certify that the research paper has not been published or submitted earlier to the
University of Mumbai or to any other affiliated college for the fulfilment of PGDM Degree.
I am extremely grateful to St. Francis Institute of Management and Research for providing me an
opportunity to work on this project.
I would like to express my deepest appreciation to all those who provided me the possibility to
complete this report. A special gratitude to Prof. Paul Alukal (Project Guide), and Mrs.
Sanketa Pednekar (Industry Guide) for their insight and expertise that greatly assisted the
research. Furthermore, I would also like to acknowledge with much appreciation to Mr.
Thampy Jacob (Asso. VP- HR), Mr. Rajesh Panchal (HR Manager), Mr. Rohit Dolas
(Employee Engagement Manager) to provide the necessary materials and Information to
complete the task. Also would like to thank HR departmental staff of Ajanta Pharma Ltd for their
Co-operation.
This project has helped me to understand the employee engagement activities of APL and also its
importance in an organization and suggest them suitable measures which would be effective. It
has helped me to experience a corporate culture and their way of working.
I extend my gratitude to company, Ajanta Pharma Ltd for their assistance and providing fruitful
information required to complete my project.
SOPHIA DEVA
(Student, SFIMAR)
TABLE OF CONTENTS
To address this problem, this research focuses more on the employee expectations to determine
their specific needs related to engagement activities. The survey was therefore formulated by
collection of primary data of activities currently happening in APL and constructing
questionnaire and secondary data through company websites, databases. Based on the Survey
results, the major findings and interpretations were derived such as they are happy about the
ongoing activities and they would also like to have more number of engagement activities in
future which will be beneficial to ensure mental wellbeing of employees.
The Survey was conducted was carried out to understand the expectations and awareness that
employees have regarding engagement activities at Ajanta Pharma Ltd. Suggestions from the
employees with respect to activities will help Ajanta pharma to devise appropriate effective plan
to involve more number of employees.
It is clear that employee engagement is very important for an organization and it is under more
focused due to increased attrition rates. An engaged employee will always be productive,
profitable and be useful component or member for the organization.
INTRODUCTION TO PHARMACEUTICAL SECTOR
Pharma Industry ranks first among India’s science based industries with wide range of
competence in the complex field of drug and technology. The Industry is estimated to be worth
$4.5 billion, which is growing at 8-9% annually. It is one of the leading and highly organized
sectors. The sector specializes in terms of Technology, Quality and range of medicines
manufactured. The product of the Industry ranges from simple headache pills to advanced
antibiotics and also complex cardiac compounds.
India is the largest contributor of generic drugs worldwide which constitutes about 20% of
global exports in terms of volume. It is expected to rise to USD 55 billion by 2020, and USD 100
billion by 2025, thereby arising as sixth largest pharmaceutical market globally by absolute size.
It is anticipated that this sector alone would generate employment by providing 58,000 additional
job opportunities by the year 2025.
Indian companies received 304 abbreviated New Drug Application (ANDA) approvals from US
Food and Drug Administration (USFDA) in 2017. The Union Cabinet has agreed for the
Revision in the existing Foreign Direct Investment (FDI) policy in the pharmaceutical sector in
order to allow FDI up to 100% under the automatic route for manufacturing of medical devices
subject to certain conditions.
The Drug Controller General of India (DCGI) revealed its plans to start a single window system
to provide consents, approvals, and other information which will be beneficial for international
trade as well. The move is aimed at giving push to Make in India Initiative. The Government of
India is planning to structure an electronic platform to regulate online pharmacies under a new
policy, in order to stop any misuse of drugs and their easy availability. The Government of India
introduced ‘PHARM VISION 2020’ which directs at objective of making India a Global Leader
in End-to-End Drug manufacture.
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INTRODUCTION TO COMPANY PROFILE
2|Page
ORGANIZATIONAL CHART OF THE COMPANY
Chairman
Global Marketing
Field HR
Operations
Distribution
Production
Medical Services
Projects
Quality
IT
Finance
HR
Exports
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INTRODUCTION TO THE DEPARTMENT
The HR department consists of 45-46 people. There are several departments under HR i.e. Field
HR, Corporate HR, Travel Desk, Dispatch, HEAD HR. Recruitment HR Function Is to Hire the
Employees for R&D Centers.
In Corporate HR team, employees at the ground level report to Corporate HR who themselves
report to Head HR who then reports to Managing Director. The process of their functions are
mostly decentralized which are undertaken by Site HR. Only appraisals are centralized which is
approved by head HR of Mumbai.
Marketing of drugs are done globally as well as in domestic markets. In global marketing, the
drugs are marketed region wise. But in domestic, it is done on basis of segmentation such as
cardiology, ophthalmology, gynecology etc.
There are about 7-8 R&D Centers which are located nearby which consists of Analytical
Development Laboratory (ADL) and Formulation and Development (F&D). They prepare the
drugs and dosages which are in demand in appropriate markets. Scientists and researchers focus
on regulated, semi regulated markets and domestic markets by evaluating current market analysis
and they accordingly start the production of the drugs and medicines.
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DEPARTMENTAL CHART - HUMAN RESOURCE
HR Department is extensively divided into Corporate HR, plant HR and field HR respectively.
Human Resource
Human Resource
Corporate HR
Induction Employee
Talent Travel Dispatch
& Payroll Engagement Admin
Acquisition Desk
Training
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DEPARTMENTAL CHART - HUMAN RESOURCE
Human Resource
Field HR
Plant HR
AGM (01)
AGM (01)
Dy. Manager
Asst. Manager (01)
(01)
Executive (02)
Executive (02)
Assistant (02)
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INTRODUCTION TO THE PROJECT
Employee engagement simply refers to engaging the employees in best effective way wherein
they can understand their objectives. This will ultimately lead to organizational performance, at
the same time enhancing their own skillset, knowledge and interests. Engaged employees have
better understanding about their individual outcomes which results in higher productivity as
compared to disengaged employees.
Engaged employees are able to voice their opinions which bring about innovation and hence they
are committed to the organization for a long time. They also genuinely push themselves in order
to fulfill their individual goals thus helping the organization to achieve their set targets.
Employee engagement helps to retain potential employees who are not only assets but they are
also vital for retaining immense knowledge and experience which are useful for any
organization.
Employee engagement is not about your employees being happy or satisfied but committed to
achieving goals of the organization. Unfortunately, you can’t just buy engaged employees and
put them in your workplace. Every company must consider the different personal needs of each
individual so that they can participate and focus on their goals.
If you are not meeting employee expectations, they may feel undervalued by the company. To
address this problem, this research focuses more on the employee expectations for strategizing
employee engagement effectively in the organization.
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REVIEW OF LITERATURE
Mone and London (2010) defined employee engagement as “when Employee feels involved,
committed, passionate and reciprocates those feelings in work behavior”. It thus deals with
commitment and involvement an employee has towards their organization and its ethical values.
The organization must strive on developing ideal environment which would contribute to nurture
engagement, which would maintain strong relationship between employer and employee.
One of the ways in which Organizations can successfully utilize their intellectual capital is by
encouraging employee engagement in their work premises. Engaged employees are energized
and passionate about the work and this in turn increases organizational commitment, productivity
as well as retention rate. (Kroth and Boverie, 2003).
Gallup (2006) studied nearly about 24,000 organizations and differentiated the top quartile and
bottom quartile financial performance in consideration to their engagement scores. The
Organizations in the lowest quartile with lesser engaged employees averaged 31-51 % more
employee turnover, 51 % additional inventory shrinkage (loss) & 62 % more employee
accidents. On the other hand, organizations in the highest quartile with the more engaged
employees have achieved 12 % higher customer-focused service, 18 % higher efficiency and 12
% higher profitability.
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Robinson (2006) suggests most employees are underutilized in the workplace due to lack of
involvement in the decision making process wherein employee engagement can help such
clusters of employees to be more participative which will be beneficial to both parties. This
could help employer in a way to retain productive employees as well as it will be return on
investment.
One of the main drivers of employee engagement is for employees to have the opportunity to
share their opinions and views which must reach the top management. Currently most of the
Organizations do not have such practice and therefore many employees felt they are not involved
in decision making. Thereafter surveys are a measure of employee voice which helps in finding
better ways to engage employees in several programs.
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NEED FOR THE STUDY
Employee engagement is the degree to which employees feel passionate about their jobs, devote
themselves to their work and committed to the organization. An engaged employee has an
emotional connect with his/her organization which reinforces him/her to achieve individual goals
and gives a greater amount of voluntary effort to their work.
If the members of the team are engaged and feel appreciated, they are less inclined to look for
other employment opportunities. By cultivating and maintaining these relationships, the chances
that the employees will quit, reduce. Implementing certain Action plan which will ensure that
your staff feel connected, involved and engaged which is the key to optimize their productivity
and to monitor whether the workforce is collectively working towards the company’s goals.
This study will help Ajanta Pharma to strategize the activities according to employee’s
expectations which would motivate them to be perform efficiently as well as lead to increased
productivity and reduce turnover within the organization.
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OBJECTIVES OF THE STUDY
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RESEARCH METHODOLOGY
Sampling Size: The sample size was 86 respondents comprised of Head office and R&D
employees.
Data Collection:
Primary data - The primary data was obtained by administering survey method, guided by
questionnaire to the employees of APL. The questions were asked in the format of multiple
choice and open-ended questions.
Secondary data - Company manuals and databases, Internet, Research papers. Activities
related information was obtained from company databases and their intranet websites.
Questionnaire was also formulated from the data received from the list of engagement activities
at APL.
Sampling method: Convenience Sampling
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PROCESS MAPPING OF IDENTIFYING ENGAGEMENT ACTIVITY
1 week
1 week
Implementation
1 week New interventions 1 week
Creating Action ths
and monitoring
Plan created of AP
1 week
Continuous
Improvement
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DATA ANALYSIS WITH INTERPRETATION
MARCH 2018 -
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APRIL 2018
MAY 2018
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AJANTA INDOOR CHAMPIONSHIP – Indoor championship took place in R& D
centre with sports activities on Saturday, 14th April 2018 full of sportsmanship of Ajantaites.
The day saw 3 Indoor tournaments, 130+ Participants, 50+ Matches and 18 Winners. Matches of
all the 3 events i.e. Chess, Carom, and Table Tennis took place simultaneously.
WOMEN’S DAY – 8th March was Women’s Day, which was celebrated to recognize the
achievements of women in Society. At Ajanta, they made it special day for all women Ajantaites,
placing on record their invaluable contribution to the society. HR arranged engaging programs at
different locations to celebrate day by cake cutting, health talk, magic show, roses and chocolate
distribution, etc. The day became memorable especially because women from all departments
got a chance to spend time with each other and build a good networking.
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AJANTA BOX CRICKET LEAGUE –Ajanta Box Cricket League (ABCL), was
first ever under arm cricket league tournament in APL which had started with great excitement
on Friday, 12th January, 2018 Scheduled from 6:30 pm to 9:30 pm at Strikes Arena, Borivali.
The response to the event was overwhelming with participation from 264 Ajantaites who were
grouped in 22 teams, with 2 teams exclusively of women Ajantaites.
BHAGWAD GITA – The session was conducted in R&D on Relevance of Bhagwad Gita
in Modern Life which was held on 13th December 2017. Some of the topics covered were Karma
yoga – Actions, Bhakti yoga- Emotions, Gyan yoga- Knowledge. There were several sessions
based on Bhagwad Gita teachings which can be inculcated in one’s life. The best part of these
sessions were that you could register and attend these sessions with your spouse.
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AJANTA IDOL –Ajanta’s, 1st ever music reality show Ajanta Idol similar to Indian Idol
which provides larger platform for employees to showcase their singing talent under guidance of
an expert. It was a 1 and half month program and this platform was exclusively for Ajantaites at
R & D and HO. They had to register before given date i.e. Thursday, 28th April, 2018. Auditions
round for registered participants were held on Saturday, 5th May, 2018 from 10:00 am onwards.
The Best 20 selected participants from auditions had undergone series of training sessions under
the guidance of Mahaguru – Mr. Dhananjay Mhaskar. The Grand finale was held on Friday, 15th
June, 2018 wherein winners were declared at the end of event.
their nostalgic college days with an exciting motorbike ride on powerful 350 cc and 500 cc Royal
Enfield bikes. The bikers cruised through Ahmedabad highway in a disciplined manner. The
energised team halted at Vandri Lake in Vasai for a short break.
The serene environment at the lake became more beautiful, with a guitarist playing melodious
retro songs for the group. Continuing their highway ride, by noon, the bikers reached their
destination near Dahanu. The bikers shared their individual experiences and learnings over
delicious meal.
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After some rest, the bikers headed back to Mumbai with greater enthusiasm. The entire event
was seamlessly executes by a professional agency including arranging bikes, providing initial
safety instructions, supervising the 250 kms, To and fro journey, etc.
Individual, team and organizational performance through different methods. Such programs are
held for functional heads but this time it was for middle management (AGMs & DGMs) that
were part of Outbound Training Programme. It was held in a sea side resort, The Retreat,
Mumbai, on 17th & 18th March, 2018. It was a whole new world of learnings as participants were
pleasantly surprised with new methods of development. Seating on mattresses, performing in
theatre, visual Arts, etc. was completely a new experience in learning. The engaging training
session broke the monotony with powerful messages, touching upon leadership skills, business
simulations, behavioral skills, interpersonal relationships, competencies tasks, ability to work
together effectively, etc. After a power packed day and unforgettable experience, the team were
thrilled to explore untapped hidden potential in themselves.
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Analysis of Questionnaire
The above pie chart represents percentage of number of people corresponding to their gender i.e.
53.6% (45) of them are male, 46.4% (39) of them are female.
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3
The above pie chart shows the percentage of number of people related to their organizational
tenure i.e. 15.5% (13) of them fall in less than 1 year, 36.9%(31) of them in 1-3 years,23.8%(20)
in 3-6 years, 8.3%(7) of them in 6-10 years and 15.5%(13) of which are in more than 10 years
respectively.
Out of 84 respondents, 51.2% (43) of them belong from head office location whereas 48.8% (41)
of them from R&D site.
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5 List some of the Employee Engagement Activities/Events conducted at APL
Majority of the employees were able to recollect the first five activities listed above in table i.e.
Ajanta Idol, ABCL, Lose to Win Contest, Indoor Games, Women’s day.
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6 How many Activities/Events have you participated in?
Very few (3) employees participated in engagement activities while most of the employees
participated in first five listed activities i.e. Women’s day, Lose to Win, Bhagwad Gita Sessions,
ABCL, Ajanta Idol.
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7 Name the Activities/Events which you felt was the best
Majority of the employees feel that first five listed activities i.e. ABCL, Ajanta Idol, Lose to
Win, Women's Day, Bhagwad Gita were the best as compared to other engagement activities.
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8
Out of 84 respondents, 72.5% (58) of employees feel that they found significant changes after
participating in Engagement activities whereas 27.5% (22) were neutral about the same and 2 of
them did not wish to answer the above question.
Most of the Employees (57) are not alert about upcoming engagement activities whereas 7 of
them are aware about Ajanta Idol, 2 of them about Dance Ajanta Dance and 1 each of Ajanta
MasterChef, Blood Donation Camp respectively.
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10 Of these upcoming activities, which ones are you planning to participate in?
Very less number of employees are planning to participate in all upcoming events while some of
the employees are looking forward to first five activities such as ABCL, Dance Ajanta Dance,
Ajanta MasterChef, Annual Sports Day, and Annual Picnic. Majority of the employees are not
aware and therefore not willing to participate in future events.
11
The above pie chart shows that 96.4% (80) are motivated through such activities whereas 3.6%
(3) do not feel motivated.
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12
Out of 84 respondents, 98.8% (83) of which feel that these engagement activities are beneficial
for them whereas 1.2% (1) feel that they are not beneficial.
13
The above pie chart represents 96.4 % (80) of them desire to have more employee engagement
Activities in future whereas 3.6% (3) of them are satisfied with current happening activities and
1 of them does not wish to answer the question.
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14
The above pie chart represents the satisfaction level measure. 45.2% (38) of them are very
satisfied with engagement activities, 46.4% (39) of them are satisfied and 8.3% (7) are neutral
about the same.
Suggestions No of Responses
Sports Games and tournament including females 11
Family Oriented Sessions and Activities 10
Health Related Activities 7
Talent Hunt Shows and Extravagant Programmes 7
Festival celebration 6
Employee related Activities 6
Fun games every week (Friday) 5
Majority of the Employees suggested that they would like to have more of first five Listed
Activities in future such as Sports and tournaments exclusively for females too also family
oriented Sessions and Activities, Heath Related Activities, Live Shows and Extravagant
Programmes and festival celebrations with different themes and competitions.
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Method of analyzing data
Data collected was analyzed by observation of statistical graphs such as pie chart obtained from
questionnaire. Chi-Square test is also used to test hypothesis to bring definite conclusion.
Hypothesis formulated is stated as follows:
HYPOTHESIS – I
Ho: There is no relationship between Age and Satisfaction Level regarding Employee
engagement activities.
H1: There is relationship between Age and Satisfaction Level regarding Employee engagement
activities.
Observed values
Very Very
Age/Satisfaction level Satisfied Neutral Dissatisfied Total
Satisfied dissatisfied
25-35 years 25 21 3 0 0 49
36-45 years 10 13 4 0 0 27
46-55 years 3 4 0 0 0 7
Above 55 years 0 1 0 0 0 1
Total 38 39 7 0 0 84
Expected values
Very Very
Age/Satisfaction level Satisfied Neutral Dissatisfied Total
Satisfied dissatisfied
25-35 years 22.17 22.75 4.08 0 0 49
36-45 years 12.21 12.54 2.25 0 0 27
46-55 years 3.17 3.25 0.58 0 0 7
Above 55 years 0.45 0.46 0.08 0 0 1
Total 38 39 7 0 0 84
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Observed Expected |O-E| (O-E)2 (O-E)2/E
25 22.17 2.83 8.0089 0.361249
21 22.75 -1.75 3.0625 0.134615
3 4.08 -1.08 1.1664 0.285882
0 0 0 0 0
0 0 0 0 0
10 12.21 -2.21 4.8841 0.400008
13 12.54 0.46 0.2116 0.016874
4 2.25 1.75 3.0625 1.361111
0 0 0 0 0
0 0 0 0 0
3 3.17 -0.17 0.0289 0.009116
4 3.25 0.75 0.5625 0.173076
0 0.58 -0.58 0.3364 0.58
0 0 0 0 0
0 0 0 0 0
0 0.45 -0.45 0.2025 0.45
1 0.46 0.54 0.2916 0.633913
0 0.08 -0.08 0.0064 0.08
0 0 0 0 0
0 0 0 0 0
Total 4.485844
Figure: Chi-Square
Value on the Chi square table with 5% (0.05) level of significance is 21.026
Since, X2 < 21.026 i.e. 4.485844
Therefore, we Reject H1 and accept Ho, that is, there is no relationship between Age and
Satisfaction level regarding Employee engagement activities.
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Hypothesis Testing with Chi Square Test
HYPOTHESIS - II
Ho: There is no relationship between Gender and Satisfaction Level regarding Employee
engagement activities.
H1: There is relationship between Gender and Satisfaction Level regarding Employee
engagement activities.
Observed values
Gender/Satisfaction Very Very
Satisfied Neutral Dissatisfied Total
level Satisfied dissatisfied
Male 24 18 3 0 0 45
Female 14 21 4 0 0 39
Total 38 39 7 0 0 84
Expected values
Very Very
Gender/Satisfaction level Satisfied Neutral Dissatisfied Total
Satisfied dissatisfied
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Observed Expected |O-E| (O-E)2 (O-E)2/E
24 20.36 3.64 13.2496 0.650766
18 20.89 -2.89 8.3521 0.399813
3 3.75 -0.75 0.5625 0.15
0 0 0 0 0
0 0 0 0 0
14 17.64 -3.64 13.2496 0.751111
21 18.11 2.89 8.3521 0.461187
4 3.25 0.75 0.5625 0.173077
0 0 0 0 0
0 0 0 0 0
Total 2.585955
Figure: Chi-Square
Value on the Chi square table with 5% (0.05) level of significance is 9.488
Since, X2 < 9.488 i.e.2.5859
Therefore, we Reject H1 and accept Ho, that is, there is no relationship between Gender
and Satisfaction level regarding Employee engagement activities.
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FINDINGS
Majority of the employees (96.4%) desires to have more engagement activities in their
workplace.
They feel more motivated and enthusiastic when they participate in such activities.
Most of the employees are in range of 25-35 age group and have tenure of 1-3 years.
45.2% of the employees are very satisfied with current engagement activities while
46.4% of them are moderately satisfied and 8.3% are neutral about the same.
Majority of the employees were able to recollect activities such as Ajanta Idol (60),
ABCL (46), Lose to Win Contest (39), Indoor Games (30), and Women’s day (26).
Most of the Employees (57) are not alert about upcoming engagement activities whereas
(11) of them are aware about few activities such as Ajanta Idol, Dance Ajanta Dance,
Ajanta MasterChef, Blood Donation Camp.
43 out of 84 respondents suggested that they would like to have more of Activities Sports
and tournaments exclusively for females too, family oriented Sessions and Activities,
Heath Related Activities, Live Shows and Extravagant Programmes and festival
celebrations with different themes and competitions.
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LIMITATIONS OF STUDY
Like any other research, this study also has few limitations:
Since, Employee engagement is a vast process there was a time constraint for data
collection and to understand their organizational practices.
The sample size was restricted to Particular department i.e.HR and location i.e. HO and
R&D.
Though the result of the study undertaken is unbiased, there may exist some biased
responses that may affect the results of the study.
The sample includes 84 respondents. This may not give the exact opinion of the entire
population.
This study assumes the sample chosen to be as whole representative of the population.
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FUTURE SCOPE
A further research can be done on the impact that the new suggested employee engagement
activities will have on the employees.
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RECOMMENDATIONS
Some better steps can be taken such as Gamification which would push employees to complete
their tasks and not delaying it thereafter by considering it not necessary. In this game, daily
which unit is leading in their action plan Implementation Is displayed on notice board in form of
point based system. The dashboard is seen by company s owner and CEO. The unit which wins
receives an award for their accomplishments. So in this way employees who are inactive, work
together as team to complete their tasks faster so as to receive regards and compliments.
Global Benchmarking –
They should check their engagement scores as compared to global benchmarking scores by third
party consultant which would help them recognize their loop holes as per set standards and
market analysis will assist them in better planning and in constructing innovative ideas. Also
they should keep track of scores of previous and current year to have better comparison to devise
appropriate plans in future.
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Addition of New Activities –
Employee Expectations are important aspect for an organization to keep them satisfied and fulfill
their goals. Survey has helped in a way to capture their needs related to what activities they need
to be conducted in their organization. Many of the employees feel that there should be more of
sports and tournaments including females and family members to keep them motivated and
sports events such as Badminton, Kabaddi and football etc should take place. Family oriented
Activities and Sessions such as Heath checkup, Family day celebration, also Sessions on General
topics such as Weight management, Family and Relationship Issues which can be applied in life.
Talent Hunt Shows and extravagant Programmes Such as Drama and Mimicry, laughter
challenge, Extempore on Current Affairs and Debates, Annual Day Celebrations can be executed
so as to give employees platform for showcasing talent and thereby motivating them and also
Office Marathon for a Social Cause.
Festival Celebrations with new themes and competitions for all festivals such as in Diwali they
can have Rangoli competition, Diya making and also Department decoration competition for all
festivals which will not only involve all departments but also give them chance to network and
bond among themselves.
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CONCLUSION
Employee Engagement is something which is required in any sector and Ajanta being one of the
frontrunners in their particular sector, it is highly essential for Ajanta pharma to ensure that
employees are engaged especially since the workforce is very huge.
Few Suggestions are given by the employees regarding the type of activities they require and as
an organization Ajanta pharma is taking Employee Engagement seriously. It is a good thing for
the company because it will surely pay rich dividends in future and if they keep doing this and
continuing this practice of focusing on the workforce or employees who are the real assets of the
organization, they will surely take the company forward in the years to come.
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BIBLIOGRAPHY, REFERENCES, WEBSITES
http://eprints.kingston.ac.uk/4192/1/19wempen.pdf
https://www.proclinical.com/blogs/2017-7/why-is-employee-engagement-so-important-to-your-
business
http://www.indianmirror.com/indianindustries/pharmaceutical.html
https://www.ibef.org/archives/detail/b3ZlcnZpZXcmMzc5MzImOTA=
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ANNEXURE
1. Name:
2. Age
o 25-35 years
o 36-45 years
o 46-55 years
o Above 55 years
3. Gender
o Female
o Male
5. Location
o R& D
o HO
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7. How many Activities/Events have you participated in?
11. Of these upcoming activities, which ones are you planning to participate in?
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15. How satisfied are you with the employee engagement activities at APL?
o Very Satisfied
o Satisfied
o Neutral
o Dissatisfied
o Very dissatisfied
16. What are your suggestions for new engagement activities/events at APL?
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