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| Attracting Talent |
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| We remain in pursuit of new and fresh talent that can drive new and fresh ideas. At Dr. Reddy's, recruitment is a collaborative process which involves the Talent Acquisition Team (TAT), Line Managers / Functional Experts and the Business HR. |
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| We have a comprehensive and stringent recruitment process that chooses the right candidates after at least two levels of interviews. This ensures that we select the best talent and offer them the best jobs that match their skills. Once the candidate is shortlisted, a thorough reference check is conducted prior to the recruitment offer. Besides this we also undertake a background check by a third party. |
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| During the year, around 4,100 new employees were hired, including replacements. The recruitment composition was as follows: |
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24% of the hiring in India was in Quality, Research & Development and Engineering Services, while field and manufacturing contributed 25% each to the overall hiring. |
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Critical talent was added in the areas of Life Cycle Strategy, Formulations Scale-Up Development, Regulatory Strategy, Legal, Corporate Development & Strategic Planning, Safety Health & Environment, Pharmacovigilance & Clinical Development, Bioassay and Medical Sciences. |
| An intense, systematic and well-planned Campus-to-Corporate induction programme saw the induction of 399 management, engineering and technical trainees into the organisation. |
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Furthermore, 628 technical trainees and 24 management trainees and lateral recruits with prior work experience were recruited from prestigious institutes including IITs, IIMs, ISB and TISS. |
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| Training the Interviewers We also conduct periodic two-day training sessions on interviewing techniques to equip the managers with the right skills for selecting the right talent. We also give training on competency based interviewing techniques. |
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| Our Talent Management Process is helmed by a three-tiered board, where a committee of members at the senior, middle and junior management levels, helps employees perform beyond their potential. |
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| Self Managed Teams |
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| We are the first pharmaceutical company in India to implement the Self Managed Teams (SMTs) initiative. The introduction of SMTs at our Baddi and Yanam plants demonstrates how Dr. Reddy's goes beyond traditional concepts of managing talent. |
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| This initiative has proved effective and successful. One of the major differences between SMTs and traditional teams is the absence of hierarchy. This concept, therefore, empowers first-level people with the power to drive the project themselves and imbues in them the responsibility to make it successful. |
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| The SMTs are supervised by the Hand Holding Team (HHT) of senior management. But the difference is that the HHT members act as ‘guides' rather than ‘bosses' to the SMT members. |
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Global Internship |
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8 weeks of Live Project at Dr. Reddy's |
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When students graduate and enter the corporate world, they need the right platform to make a successful transition from university to the real business world. |
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Close to 40% of our interns
end up as employees |
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Our ‘Global internship' provides these young minds an opportunity
to work on ‘live projects' within various functions. This global on-the-job experience helps them get acquainted to the nitty-gritty of the
corporate world. |
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The best-performing interns are recognised with Pre-Placement Offers (PPO) and absorbed into Dr. Reddy's. This year, we provided Global Internship to three deserving students. |
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| Friends Forever |
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| Since its inception in 2008, Friends Forever – our alumni network has grown to connect 350 ex-employees, who work across geographies and industries, to Dr. Reddy's. Recently, when the company turned 25, the network received more than 200 congratulatory messages from alumni. Another interesting development is that this network serves as a medium for the ex-employees to open a dialogue with the company to explore the possibility of returning to the organisation. |
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