DRIVIN G ROWTH - Dr. Reddy's

ADOPTING A COMPETENCY-BASED FRAMEWORK IS ALSO
CONTRIBUTING TO MAKING PEOPLE MANAGEMENT MORE
SCIENTIFIC AND SUSTAINING A PERFORMANCE-DRIVEN
CULTURE.
strengthened with the addition of about 33
people at the level of Senior Manager and
above. Strategic positions in the area of
business development and marketing are
filled in by extremely competent professionals
in the USA. Timothy C. Crew as Executive
Vice President of U.S. Business Development,
Mark T. Hartman as Executive Vice President,
Sales & Marketing, and Jeff Weiss as Vice
President, Sales have joined the organisation.
The Intellectual property Management team
has also been expanded to sharpen the
competitive edge of the organisation.
■ VRS and exit of poor performers: A
voluntary separation scheme was announced
in January 2002 to keep pace with
productivity; 63 workmen have opted for this
scheme and the entire process has been
managed smoothly. In addition, about 10
executives are facilitated to exit the
organisation due to poor performance.
■ EMPLOYEE STOCK OPTION PLAN
(ESOP) has been implemented during the year
with grant-size linked to performance.
■ LEADERSHIP is a key pillar for
organisation building and managing change
in a dynamic global scenario. A structured
process of Leadership Development aimed at
the top 50 positions of strategic importance
has been initiated.
With our company expanding globally
and rapidly, it is important to have a
common thread that binds all the
employees together. Dr. Reddy’s has chosen
values to be the common thread. Moving
forward, a focus on organisation-wide
values, communication and education are
planned to build a shared understanding.
Innovation pervades across functions and
hierarchies. Human resources function is no
exception. The concept of self-managed
teams (SMT) has been introduced at the
upcoming manufacturing facility at Yanam.
These teams take ownership of the process
and products. The very foundation of such
teams is structured cross-functional training
to make individuals multi-skilled. An
innovative process of performance
assessment has been initiated wherein the
leadership team and high-potential
employees are provided with an
opportunity to present their contribution to
the organisation. A panel consisting of the
CEO, COO and the management council
members review their performance.
Adopting a competency-based framework is
also contributing to making people
management more scientific and sustaining
a performance-driven culture.
DR. REDDY’S LABORATORIES LTD. | HUMAN RESOURCES | ANNUAL REPORT 2001-2002
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