Lupin moral fibre rests on a strong set of values comprising of integrity, superior performance, entrepreneurship, customer orientation, working together and respect for people. The Company believes that grooming young talent into leaders of tomorrow is an ongoing process. In its endeavour to create a reservoir of leaders, the Company has designed exhaustive learning programs to instill these values amongst its employees.

Vision
“To offer differential skill sets to people for enhancing competitive edge.”

Philosophy
“To convert employees into leaders in stipulations of capability to lead self, situation and people.”

Lupin has a clear and defined Learning agenda. It has ambitious business goals set which aims to align development activities across levels, locations and functions by helping its employees achieve their mission. At an organizational level, the Learning and Organizational Development function propagates a philosophy of constant progression and enhanced skill-building through structured inputs and experiential learning.

At Lupin, employees are encouraged to unearth their talent in various ways and a robust structure towards this purpose is designed to attain the high point.

FOUNDATIONAL INPUTS

These inputs are considered as foundation-laying inputs for all the employees with an aim of, “the journey of learning never ends because this is the road for innovation and also helps us to be better in whatever we do”.

Udbhav – The Centralised Induction program of Lupin at Lupin Learning Centre, Lonavla aims at aligning self with organization in terms of common goals and direction. Each employee up to middle management levels undergoes this 12-day module from day 2 of joining the organization. Over the period of this Orientation – cum Induction program, the focus is on sharing inputs on three key areas:

• Company information - Background, milestones, achievements, goals ahead etc.

• My role - Expectations from my role to contribute towards the future plans in a measurable manner.

• Self Management - Exploring potential generating better self awareness, challenging the boundaries and understanding/applying tenets of working together.

The intense daily schedule focuses on providing the new joiners simulations of work life along with opportunity to exchange ideas and experiences with colleagues from all locations across Lupin. This helps new joiners connect up to the big picture in Lupin rather than staying restricted in one’s own role and context. This form of centralized induction has been reported to create significant favorable impact on early life stability as well as productivity of new joiners.

Buddy - The Buddy Program aims to accelerate the new employee’s ability to deal with early disconcerting issues in a timely and non-bureaucratic manner by matching the new joiners with a “Buddy” so that his/her cultural integration and orientation to the new workplace is fostered seamlessly. This also ensure early life stability and productivity of the new employee which leads to adding value more quickly, leading to increased confidence and self-belief of the new joinee thereby enhancing early life cycle management.

In order to make sure that Buddy Program grows more robust in the system through rigorous execution measures and also enhance the execution a Buddy Coach Program has been formalized. This program ensures that an expert ‘Buddy Coach’ meets with every Buddy at least once a quarter to review and strengthen the Buddy-New Joiners interaction for desired handholding. This also leads to continuous skilling up of the Buddy, eventually leading to better welcoming for new joiners

Leader Plus – This program aims at providing focused inputs for discovering the Leadership (for leading Self, Others and Situation) for the front line supervisors in the manufacturing facilities. It also equips them to better handle new employees, assimilate new talent and improve leadership practices. This could further enhance the new joiners experience to truly ‘world class’. All first line supervisors in the manufacturing facilities mandatory undergo this program.
If the new joiner has joined at a supervisory level, then after taking charge, he/she undergoes the leader plus program, which further equips them to manage the transition from a team player to a team leader. And thus through constant training inputs and learning experiences the new joiner finally transforms into a productive, congenial and confident ‘LupinYTT’, that’s Lupin Yesterday, Today and Tomorrow!

The Iceberg - Building Iceberg is a specially designed program which builds and enhances the ability of “working together” within and across teams. It is about knowing and managing oneself in a demanding work environment; managing relationships with people, processes and customers in a complex workplace; managing emotions and the art of dealing with others for productive results and ultimately, achieving the desired output.

FOCUSED INPUTS

Lupin aims’ to foster a culture of accelerated development by providing educational opportunities to selected employees, based on their potential and performance.

AMEX (Accelerating Managerial Excellence) - All front-line supervisors in Sales get covered by this targeted program christened as AMEX. The effectiveness of this program is measured in terms of the implementation projects, rolling out of the learning’s of the classroom sessions. This program is aimed at proactively gearing up the frontline line supervisors to strengthen their performance in current role.

Manufacturing Business Leadership Program (MBLP) - The main objective of this program is to have ready leaders for tomorrow. Lupin has partnered with IIM A for co-designing and delivering a 17 days customized module called Lupin Manufacturing Business Leadership Program for identified functional heads across all manufacturing plants. This program has been very well received, as it equips Senior Management leaders (who are leading the site or managing large operations at the site) to develop into well rounded manufacturing leaders, with a strategic business outlook.

Great Place to Work Survey 2011 - An evidence of employee feedback gathered through an independent survey and its impact on organizational success, is the Great Place to Work Survey 2011. Lupin has been awarded the Second rank in the Biotech and Pharmaceutical sector as one of the Best Companies to Work For in India.

Talent Management Caselet at IIM Ahmedabad – Lupin have submitted caselets for analysis at IIM Ahmedabad titled “Leadership Development at Lupin”. This case helps analyse the various activities undertaken for top leadership development at Lupin. It gives an overview of the various L & OD initiatives undertaken with leadership development at its crux.

Advanced Management Course from ISB Hyderabad – This course is offered to the Senior Management from ISB Hyderabad. The objective of designing this course for Executives is multifold; to sensitize them towards augmenting efficiency, equip themselves for strategic initiatives, identify and recognize interpersonal achievements, ultimately devise strategies to enhance/sustain productivity etc.

Executive Coaching for Senior Management – Such one to one level coaching session is intended to give insights to the employee and nurture and care for them. This also helps in institutionalizing the growth process of the work and employee by and large.

HIGHER EDUCATION ASPIRATIONS

There are several programs in this basket, specifically designed for equipping talent for future employment and improving technical knowledge while working. All 3 major employee segments within Lupin, namely Marketing, Manufacturing and Research are being offered opportunities to pursue higher education aspirations like MBA, MTech and PhD with premium academic institutions like IIM A, NMIMS, S P Jain, BITS Pilani and others.

Post Graduate MBA program - MBA Program under the “Narsee Monjee Institute of Management Studies, Mumbai”. From being Transactional Leaders, supervising MRs to being Business Leaders, managing business regions, requires even more different set of skills such as domain specialist knowledge, P&L orientation, financials comprehension, people management skills etc. For this, Lupin has launched a MBA program in affiliation with NMIMS, Mumbai that gives them the much-needed business administration perspective, in addition to the specialist Sales Operations knowledge, for becoming well-rounded Business Managers

ASCENT (Advanced Studies for Capabilities Enhancement) - Post Graduate Programs of M.S. Pharmaceutical Operations and Management and M.Sc. (Tech.) Pharmaceutical Chemistry from BITS, Pilani. This program aims at improving the knowledge quotient of our manufacturing executives/ managers. It provides an additional ‘visible’ growth avenue for employees aligning with the company’s growth.

Learn and Earn (Corporate Social Responsibility Practice) - The LEARN and EARN project is one altruistic initiative of Lupin that is aimed at providing assistance to worthy std. XII students, who are not financially capable of pursuing their graduation. Through this program we endeavour to generate adequate employment opportunities to the financially unstable, yet ambitious, prodigies and simultaneously fulfill their educational aspiration to earn a Bachelors degree.

The curriculum has also been specially designed through tie-ups with open universities, such as Yeshwantrao Chavan Maharastra Open University and Bhimrao Ambedkar University. After successful completion of the three year program, these students are conferred with a B.Sc. degree from these universities.

CAREER MANAGEMENT

Lupin has instituted several programs in order to create opportunities for high potential employees for fast track career growth. The identified top talent in Managers and Executives is on the radar of top leadership and we have developed specific programs in order to groom this talent pool on individual basis in 3 areas:

• Education

• Training & Development

• Job rotation / exposure.

This is designed with an aim of developing a well-formed group of future-ready leaders at different levels. The progress on these initiatives is reviewed on a quarterly basis by the top leadership.

Expanding Horizons – Expanding Horizons is designed to provide career enhancement, job enrichment and rotation opportunities for high-performing employees in the manufacturing set-up to move to jobs in different functions/ departments. This ensures cross-functional exposure so as to broaden the skills and knowledge coefficient of the employee and thus create retention hooks.

Assessment Centers – Carried for (Area Managers–1) sales employees. This program is fully customized skill based program on various behavioral aspects. To identify ‘high potential’ employees and evaluate them through structured techniques and ensure that they possess/ develop the competencies required for the next higher role.

Development Centers – DCs are conducted for imparting employees with developmental inputs in terms of their career progression at Lupin and help identify goals and action plans for the future. A DC helps to find out strengths and improvement areas, based on "key competencies” which have been defined by the organization. By using an assessment, an objective and neutral basis for comparison can be established, upon which focused development initiatives can be planned. This enables a comprehensive overview of an individual’s strengths and an opportunity to demonstrate his/her skills and abilities.

Top 100 Managers - Program for the 100 selected managers of the organization across locations, grades and functions. The purpose of this program is to share inputs to manage life cycle of the employee and nourish the competencies that are required at the next higher level role demand.