IDF - DWARAKA BAL GURUKUL , HYDERABAD

 

Indian Development Foundation (IDF) has launched 3rd BAL Gurukul in Hyderabad on 26th March 2012 at Dwaraka High School,Gandhinagar ,Secunderabad.  

This is the 74th Bal Gurukul started in India by IDF , 5th in AP and 3rd in Hyderabad.

                                                                           

Education is of prime importance. IDF in its diversified objectives has included education programmes into its fold. There are many first time school-goers in a family. In such cases, the children attend schools but do not get proper educational guidance from home. Indian Development Foundation (IDF) has found a method to remove this barrier by opening up `Education Programmes’ – `Bal Gurukuls’ in India. These Bal Gurukuls not only provides quality education to the underprivileged children but also facilitates in raising the literacy level of the district. IDF also believes in providing `right education’ to those who need the most. To know more about IDF Pl click on www.idf.org.in

      

 

Dwaraka high school was established in 1979 as a primary and middle school by the Gandhinagar Association (an association of the residents of Gandhinagar colony). Dwaraka High school is run by the Gandhinagar Association – The building is given free by the association to run the school.

 IDF is happy to announce the starting of "Dwaraka Bal Gurukul" on 26th March 2012 .

Around this residential colony there are four big slums which house nearly  2000 families. Children from these slums study in this school. The school has classes from Nursery to X class – Co-Education. Earlier the strength was good but due to various factors the strength started dwindling and now they have around 225 students in the school. This school does not have any government funds or aid. State bank of Hyderabad, Kavadiguda, Hyderabad donates the entire books for the year to all the students. The same bank donated 12 computers to this school.

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The children attend schools but do not get proper educational guidance from home as there are many first time school-goers in a family and drop outs are more as parents do not see any visible change. 

The staff and students feel that if some additional coaching is given by conducting extra classes after school hours they would perform well. But again students cannot afford to pay for the tution fees. In this Bal gurkul students of 5th and 6th class are selected and empowerment classes with an external teacher is conducted (No fees charged) after school hours to ensure the overall performance of the students improves soon.

We are sure that with this support these children will improve their performance in school which in turn will convince their parents to let them continue their education.

 

IDF Social Ambassador Mr.Sanjay Ram, School committee members Mr.Ramakrishna(Correspondent), Mrs.Swaroopa(Principal) , Mr.Ramesh Mallam(President Gandhinagar Association),Mr.Srinivas, Mr.Buchi Das (Core Committee Members), Mr.P V Rao (V R Research Executive Search),  the Staff and the students were present for the event.  

The School Committee were very happy that we have selected their school for the Bal Gurukul and their children would get the benefit. 

 

V R Research Executive Search Pvt Ltd is happy to be associated with IDF in the noble cause of educating the underprivileged children , Spreading health awareness & protecting environment by contributing our small bit in identifying the needy schools and starting these Bal Gurukuls in Andhra Pradesh

 

News Clippings In Leading News papers: 

 

"A goal is a dream with a deadline."

                      A goal is a dream with a deadline.


"Continuous effort not strength or intelligence is the key to unlocking our potential." 


"Patience, persistence and perspiration make an unbeatable combination for success." 



"If you tell the truth, you don't have to remember anything."

"All great achievements have one thing in common - people with a passion to succeed."

"If you take responsibility for yourself you will develop a hunger to accomplish your dreams."

"I'll go anywhere as long as it's forward"

"If we are together nothing is impossible. If we are divided all will fail."

Simple guidelines to make dreams come true with a deadline!!

HR issues could trip pharmaceutical sector in India

Excellent Article in Express Pharma

Indian Institute of Health Management Research (IIHMR) recently conducted national conclave on ‘Human Resource Management in Pharmaceutical Industry: Challenges and Future Directions’ in Mumbai. The Organisation of Pharmaceutical Producers of India (OPPI), the umbrella body representing mostly MNC pharma companies, actively supported this initiative to analyse the importance of human resources (HR) in a start-up, budding or a well-established pharma company. Talent acquisition, employee retention and management are some of the important topics which experts at the conclave discussed in the context of what more can be done to improve the organisation. These days employee retention is a big challenge because job-hopping is a common trend, which employees adopt for quick growth in terms of money and designation. S D Gupta, Director, IIHMR said, “By introducing courses such as Hospital and Pharma Management, IIHMR strives to resolve this issue of talent crunch by producing well-qualified students capable of making a real difference in the field of pharma, by preparing them for the corporate roles. Aditi Kare Panandikar, Managing Director, Indoco Remedies said, “Indian pharma companies have a great future. At home we have a market growing at 15 per cent, while internationally our companies have an opportunity to supply to the world. As Indian companies ramp-up to get their share of this growth, availability and retention of skilled manpower will remain the single largest factor which will determine our success in the years to come." Ajit Dangi, President and Chief Executive Officer, Danssen Consulting highlighted, “Inspite of having over thousand pharmacy colleges in the country and over twice the number in management, recruitment for pharma companies continues to be a challenging task. It is estimated that less than one third of the graduates coming out of such institutes are `employment ready ` and have to be retrained.” Dangi further stressed on the gender equality factor in the pharma sector and said that today there are a number of women graduates in science and management. HR Policies therefore have to make conscious efforts to promote gender equality within the organisation. Unfortunately, barring few exceptions that too in promoter owned companies, one finds very few ladies in the board room of pharma companies. We have to learn from sectors like banking, FMCG (and off course politics ) etc. which have produced some outstanding lady CEOs.” It has been predicted that by the year 2015, the Indian pharma industry would be the third largest all over the world with an output of $20 billion. R&D is the core function of pharma companies and requires high-skilled employees to deliver that. With the dawn of the product patent era in India from January 1, 2005, focus now shifts on ‘Research and Development’ for the pharma companies to survive in the global market. We can no longer rely on generic drugs and innovation is the need of the hour in the pharma industry. India falls short of highly qualified individuals suited to perform these functions. An organisation’s growth is dependent on the strength of its employees. The first step in developing a strong employee base in an organisation starts with identifying and recruiting the correct human resources. An organisation must have an eye to pick the right candidates from the market, sift out the less-than-optimum candidates, based on qualification, technical and soft skills. These criteria will greatly reduce the time gap between screening and appointment. However, it does not end there. The ongoing goals for human resources are talent development, employee retention and conflict management. These form the core of human resource development. Gupta further said, “Human resources must not be selected using ‘one approach fits all companies’ formula. An ideal mix of technical and managerial skills specific for each role makes for a good candidate able to do justice to his role in an organisation. And our course of pharma management prepares the students just for that.” The role of IIHMR is not confined to provision of education. “We work at state as well as national level. We strive to build attitude towards accepting evidenced-based and not hunch-based policies. We at IIHMR also organise workshops on policy formulation,” added Gupta. The attrition rate in the pharma industry is 20 per cent as per Gupta. This can be reduced by providing a positive atmosphere to its employees in terms of supportive culture, training programmes, a policy in place for conflict management and adequate ‘rewards and recognition’ programme is crucial to employee retention, which in turn, contributes to the company’s growth. As per reports, this year's salary hike will be the highest for the Indian pharma industry, with a projection of 13.3 per cent hike. With this in mind, it becomes the responsibility of an organisation of creating proper slabs for salary hikes for its deserving human resources. Talking about his vision for India for the year 2020, Gupta says, “Only 35 per cent of India’s population can avail of the benefits of healthcare. Our goal for year 2020 is making good quality medicines available to the Indian public at low cost. And this is only possible for when there is highly talented manpower capable of drug R&D. And providing an education capable of producing such students is the first step in doing so and the goal of IIHMR too.”

www.expresspharmaonline.com

FORTNIGHTLY INSIGHT FOR PHARMA PROFESSIONL

16 - 31 March 2012 

Tamil Nadu's engineering graduates are least employable.

  Tamil Nadu's engineering graduates are least employable.This is one of the shocking findings of the National Employability Report (NER) 2011, compiled by the employability assessment company Aspiring Minds.

Our country produces the largest number of brilliant engineers and yet, only about a minor percentage of them are employable.

Bad education system because of too much competition, the focus on performance and marks only and the lack of hands-on skills, communication and creativity.

The widening skill gap between the quality of graduates passing out of engineering institutions and the industry's expectations continues to be a cause for concern for Indian IT companies. Critical thinking and the ability to apply concepts learnt in the context of a problem continue to be among the major gaps that need to be bridged.

The Hindu : Life & Style / Nxg : When the system lets you down...

Indian Major pharma companies focus back on the Local market.

Indian Major pharma companies focus back on the Local  market. Prescription medicines cannot be advertised in mass media unlike other consumer products. So, the field force of a drug company, also known as medical representatives, is the critical link to spur sales by pushing a company's brands through doctors and hospitals. Reddy Labs , Mankind , Cipla , Ranbaxy , Lupin , Alkem, GSK , Sanofi, Pfizer are all ramping up their field force or right sizing.

Dr Reddy's, Mankind Pharma to add workforce next fiscal

8 Mar, 2012, 04.51AM IST, Khomba SinghKhomba Singh,ET Bureau  

Hyderabad-based Dr Reddy's is India's second largest pharma company by global sales, but it has been lagging at the 17th position in the domestic market, due to its focus on its overseas business. However, in the last two years, the company has ramped up its domestic field force to expand business primarily in the northern and eastern parts of the country. "The management's focus is back on the local market," a company official said.

For Delhi-based Mankind Pharma, the focus is to push its new products, particularly in segments such as dermatology and cardiology, and gain market share to become the number one company in the Indian market by 2015, said CEO Ramesh Juneja. Incidentally, both Dr Reddy's and Mankind Pharma added similar numbers to their workforce in the ongoing fiscal.

Two other Indian companies, Alkem and Lupin, also plan to add about 300 and 400 personnel each to their workforce next fiscal. "It could be higher as we enter new therapy segments such as dermatology and consolidate in diabetes, gynaecology and anti-asthma," Lupin, Group President (India Region Formulations & CIS), Shakti Chakraborty, said.

However, most other drugmajors are looking at consolidation. Cipla's whole-time director S Radhakrishan said the company will "optimise" its 7,000 sales force while GSK and Pfizer will consolidate its existing teams and conduct only a few "selective" or replacement hiring. Sanofi Aventis is also "right sizing" its team, following the addition of about 700 people through the acquisition of Universal Medicare last year.

The 60,000-crore Indian domestic drug market is growing consistently at over 15% and projected to maintain the momentum over the next few years, making it one of the world's most lucrative markets. Developed markets such as the US, Japan and some countries in Europe are growing at low single digits largely due to patent expiry of best selling drugs.

Prescription medicines cannot be advertised in mass media unlike other consumer products. So, the field force of a drug company, also known as medical representatives, is the critical link to spur sales by pushing a company's brands through doctors and hospitals.

"Most drugmakers have increased their workforce in the last few years. Now many of them are consolidating," a senior official from a domestic pharma company said. Pfizer India, for instance, had launched two new divisions last year and hired about 400 people, is now looking at consolidation.

Similarly, GSK also added about 650-700 people last year, while Ranbaxy Laboratories increased its sales and marketing team by 50% or 1,500 personnel in 2010. Though Abbot Laboratories added about 4,000 sales and marketing people through its acquisition of Piramal Healthcare's domestic formulation business 2010, a company spokesman said it will also hire, without specifying any numbers.

’People keep falling sick’: How poor Indians are recruited for clinical drug trials

’People keep falling sick’: How poor Indians are recruited for clinical drug trials

The Indian government reports that across the country more than 1,500 people have died in clinical trials since 2008, many participating in studies for Western pharmaceutical companies. Because official documentation of the deaths is frequently incomplete or non-existent, it is unclear how many people died from the same illnesses that initially qualified them for certain drug studies.

Whether the studies are for birth control, diabetes, migraines or high blood pressure, money often draws volunteers into Indian drug trials. Such drug trials raises questions about lax regulatory oversight in these studies, the integrity of some of the companies contracted to run them and the reliability of the data they produce.

The financial incentives can lead to study volunteers enrolling in more than one study at a time. That not only puts their lives in danger, but it also can skew the accuracy of test results that drug companies and regulators rely on to judge a drug’s safety.