Exeltis Demand Planner salaries in India

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Company has given full basic salary in the covid

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Company is having very good portfolio of product but the seniors are very pathetic don't know the modern era strategies or how to launch the company they just put on pressure from the first month they want target 🎯 without gifting or any activity lack of planing zsm is animal there eating the people's job shut downing the hq as like it's his own company pathetic behavior will just suggest that for a time being it's a good company but dont stay there they will dip you into boiling oil

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...nd Knowledge level of field force is poor and there is no scope for development. Everybody from Top to Bottom is working only for their that month Salary and not for the company growth. Lot of merger among division is happening and team members are asked to leave the organisation with one month salary given to them. Overall it is a sinking Ship because of bad Captain and team. I strongly dont recommend any one to join this company

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Nothing ,they are telling that it's a M NC company But salary wise they are so pathetic I can't even tell you And when they will change your division, DA Suddenly it will bombardment And if there is a change in anything it should be in decrease side Just the D A was 230 now it is 205

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They gave an confirmation without increment No satisfied samples and reminder No small reminders for doc Launching products samples should be in bulk but Exeltis will not

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Love the focus training and development of employees. Understanding of Work Life Balance.

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People sometime get so complacent that they do not try hard to grow, ultimately compromising work. Policies can be little strict.

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Product knowledge & training

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When companies withdraw divisions without prior intimation, it underscores the volatility in the corporate world and further diminishes job security. Here are some key points that highlight this issue: 1. **Lack of Transparency**: Sudden closures or withdrawals of divisions without notice reflect a lack of transparency in corporate governance. This can erode trust between employees and management. 2. **Unpredictability**: Such actions make employment highly unpredictable, as employees cannot foresee the stability of their positions within the company. 3. **Legal and Ethical Concerns**: In many jurisdictions, there are legal requirements for notice and severance in cases of layoffs or division closures. Failing to provide notice can lead to legal challenges and ethical concerns. 4. **Employee Morale**: Sudden job losses without warning can severely impact employee morale, leading to decreased productivity and loyalty among remaining staff. 5. **Financial Instability**: Employees may face sudden financial instability, affecting their livelihoods and families, especially if they have not been given time to prepare for job loss. In such an environment, employees need to focus on career resilience by: 1. **Developing Transferable Skills**: Continuously upgrading skills that are valuable across various industries can provide a safety net. 2. **Networking**: Building a strong professional network can open up opportunities and provide support during job transitions. 3. **Staying Informed**: Keeping abreast of industry trends and company performance can help employees anticipate and prepare for potential changes. 4. **Financial Planning**: Maintaining an emergency fund and prudent financial planning can mitigate the impact of sudden job loss. Ultimately, while job security in traditional terms may be eroding, proactive measures can help individuals navigate and thrive despite these uncertainties.