Venus Remedies Deputy General Manager Marketing salaries in Chandigarh

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Not supporting at all ..No salary since May 2020.Generating salary slips but have not credited since May 2020.They should be supported us in a better way in these tougher times.

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Good work culture and good products.

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No disturbance after office hour, Food is too good, cleaning at work station.

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Leaves policy, Work policy should be hybrid, Salary structure should be flexible for tax optimization, No one take the direct responsibility.

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1. Hike on salary is appropriate. 2. Understanding among people of different cultures. 3. Food is approved by FSSAI and ISO. 4. Managers are understanding. They do not micro manage the departments.

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...e. 5. Misusing the employee's work life balance by having all 6 days working. 6. Offered salary is very low for the domestic employees as compared to the pharma industry.

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1. Job Security 2. Fix date of Salary. 3. Digitalizaiton in Company . 4. Use latest Technologies .

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1. Five Days of Working . 2. Less opportunities or doors for fastest growth under seniors . 3. Politics .

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...city is not just a title for Venus; it is an experience that I live every day. Here, your salary arrives on time on the 7th of every month, and regular increments and bonuses, along with EP incentive and departmental incentives, add a cherry on top. What further touches me is the camaraderie and support among us Venusians, making work not just fulfilling but also fun. At Venus, technology isn't an afterthought; it's integrated into our DNA, preparing us for the fourth industrial revolution. Data-driven decision-making using tools like Tableau and SpineNextGen, further informs and validates our daily operations. With accolades like being rated a 'Great Place to Work' five times and winning last year's ABECA, it's an affirmation that here, everyone's voice matters.

Dislikes

While the systems and policies at Venus are strong, I feel that they could be communicated more frequently to enable employees to fully leverage them. Medical insurance is available for self, but extending this benefit to dependents would complete the circle of care we aim for. Also, I believe we could improve the channel for workers to communicate with their seniors and the management. As someone passionate about learning, I think an increase in external trainings could add a feather to our already illustrious cap. I've noticed that while we are mostly in sync, communication gaps do sometimes occur between seniors and juniors, which could be refined to prevent any operational hiccups.