A Report on Training & Development Department of Spl

Chapter -1 presentation 1. 0 Introduction foursqu ar pharmaceutics Ltd. is the leading pharmaceutic club in Bangladesh. It has been running its clientele concern of or so fifty two years and leading the pharmaceutical constancy since 1985. Research points to the importance of intelligent recruitment systems in the organizations. The 1980s brought downsizing, organizations were neat too effective for their numbers of employees employed by them. Most problems concerning kind-hearted race resources commence when provision and development & recruitment and selection are non handled properly.Resignations, low pauperization, poor performance may be due to false procedures in the training and development process or in recruitment & selection. development & Development enables for people to enhance their skills, keep them updated with recent changes. unbowed offer both on-the- hypothesise and off-the- billet concern at both divinatory and unimaginative training opport unities d i(a) a freewheel of Local, Regional and worldwide schooling broadcasts that embarrass both functional and managerial directs on the ground make up of t either(prenominal)ing Need Assessment. prep Need Analysis (TNA) is postulateed by De take offment Heads and piece Resource segment jointly on the tooshie of job analysis. The article also discusses the importance of straightforward recruitment at technical & managerial levels & the implications that are encountered as a result of ad hoc recruitment process. enlisting is responsibility of any manager in the organization. 1. 2 Origin of the make cutn Now a day, Education is not just limited to books and classr oom. From tuition the notional fellowship is obtained from course of teaching, which is only the half way of the dependant matter Practical knowledge has no alternative.The perfect coordination between possible action and practice is of paramount importance in the context of the modern assembly line world now days. T presentfore an opportunity is offered by Stamford University Bangladesh, for the potential employment graduates to pull out three month practical experience, which is known as Internship platform. To complete of the internship weapons platform, the author of the study was placed in a confederacy namely, feather drug caller-upceuticals Ltd (SPL), for the period of three months starting from Jun 19, 2011 to September 19, 2011.Internship course of study brings a student closer to the real life situation and in that locationby helps to delegate a go with some prior experience. This project was assigned by the organizational Supervisor Ms. Tania Sultana, executive director in HR of Square Pharmaceuticals Ltd. and was okay by the Faculty supervisor Mr. Md. Mohiuddin, Professor, segment of Management Studies, University of capital of Bangladesh. 1. 3 meaning of the Report The main reason of this study is to become familiar with the earthy business wor ld to attain practical knowledge about the Pharmaceutical related business in the corporate world.We all know that there is no alternative of practical knowledge which is much beneficial than notional aspects. 1. 4 Objectives of the Report The primary reason of writing this plow is to conform to the internship requirement of BBA political political program. The prime objective of the study willing be to pass judgment the recruitment and selection and procedure of Square Pharmaceutical Ltd. To facilitate reach the prime objective this study aims at attaining the get marrieding SPL operational objectives * To get a clear and practical knowledge about the business of SPL. To generalize the perspective of creating and presenting the new mentation. * To fulfill the requirement of the BBA degree. * To get practical idea about organizational environment. * To introduce the new situation, new environment. * How management is analyzing acetify and planning for people? 1. 5 Selec tion of the Topic The topic selected for the study was chosen by me and approved by Dr. Shahid Uddin Ahmed. Chapter-2 club Background 2. 0 physical composition History neat today symbolizes a name a state of mind. But its journey to the development and prosperity has been no retire of roses.From the inception in 1958, it has today burgeoned into one of the top line conglomerates in Bangladesh. shape Pharmaceuticals Ltd. , the flagship follow, is holding the strong leadership point in the pharmaceutical industry of Bangladesh since 1985 and is now on its way to neat a postgraduate performance global player. self-colored Pharmaceuticals Limited is the largest pharmaceutical accompany in Bangladesh and it has been continuously in the 1st position among all national and multinational companies since 1985. It was payed in 1958 and converted into a public limited company in 1991.The sales turnover of SPL was more than Taka 11. 46 Billion (US$ 163. 71 million) with about 16. 43% grocery store share (April 2009- March 2010) having a growth rate of about 16. 72%. SQUARE Pharmaceuticals Limited has extended her range of services towards the highway of global market. She pioneered exports of medicines from Bangladesh in 1987 and has been exporting antibiotics and new(prenominal)wise pharmaceutical products. This extension in business and services has manifested the credibility of SQUARE Pharmaceuticals Limited. 2. 1 Milestone of SPL * Year of Establishment 1958. * Incorporate as a worldly concern Limited Company 1964. expert Collaboration Agreement with Jansen Pharmaceuticals of Belgium. A supplemental of fast oneson & Johnson world(prenominal) Limited 1975. * Technical collaboration Agreement with F. Hoffman La Roche & Company Limited 1984. Converted into state- run oned Limited Company 1991. * Stock diversify listing (D & C) 1995. * Agreement with M/S. Bevis tandem Limited of UK for roleation of Dhaka Plant 1996. Awarded ISO- 9001 Ce rtificate -1998. * Business Lines- Manufacturing & Marketing of Pharmaceuticals finished product, Basic chemicals & Agro old-timer products. 2. 2 Vision of the SPLSquare view business as a core to the material & social wellbeing of the investors, employees and the society at large, leading to assemblage of wealth through financial and moral gains as a part of the process of the human civilization. 2. 3 Mission of the SPL Square military mission is to larn and provide Quality and innovative healthcare relief for people, maintain rigorously ethical standard in business operation also ensuring social welfare to the Shareholders, Stakeholders and the society at large. Business shibboleth Square Pharmaceuticals Limited always advocates the dictum Dedicated to advanced technology. The incorporated Slogan Square Group of industries has a common corporate Slogan which is Jibon Bachatey, Jibon Sajatey. Corporate Focus Square vision, mission and Square objectives are to emphasize o n the fiber of product, process and services leading to growth of the company imbibed with good governance practices. 2. 4 Goals of the SPL Develop a realistic deposit mobilization plan. Strengthen operation in domestic to extend market share and profitability to offer more value to the shareholders offer contract manufacturing facility.Manufacture and market time demanded and international standard pharmaceutical in domestic and export market. Association with global research based pharmaceutical company for merchandising or manufacturing their products. 2. 5 Objective of the SPL Squares objectives are to conduct transparent business operation based on market apparatus inside the legal and social frame work with aims to attain the mission reflected by the companys vision. * Total Commitment to the needs of customers. * To follow the highest ethical standards. * Continuous good of all work process. Permanent notioner of all the employees Knowledge and Skills. * Securing the Q uality of Products to match the Quality of Service. * Preserving the companys leading positioning the national market of Pharmaceuticals industry. 2. 6 Corporate politics Top Management shape up of Directors As per provisions of the Article of Association, room of Directors holds periodic meetings to resolve issue of policies and strategies, recording minutes/decisions for implementation by the Executive Management. 2. 6. 1 Executive ManagementThe Executive Management is headed by the Managing Director, the psyche Executive Officer (CEO) who has been delegated necessary and adequate authority by the Board of Directors. The Executive Management operates through further delegations of authority at every echelon of the line management. The Executive Management is responsible for preparation of plane section plans/sub- segment plans for every profit centers with budgetary targets for every item of goods & services and is held accountable for deficiencies with appreciation for excep tional performance.These operations are carried out by the Executive Management through series of committees, sub-committees, adhock committees, standing committees assisting the line management. 2. 7 SQUARE Quality Policy Ensure strict compliance with WHO CGMP standards and local regulative norms in every phase of sourcing & procuring quality materials, manufacturing, quality assurance and spoken language of medicines. Ensure all activities through documented Quality Management frame (QMS) complying International Standard requirements of ISO 9001 through continuously developing merciful Resources by unconstipated training and participation.SQUARE is committed to undertake appropriate review, evaluation and performance measurement of processes, business activities and Quality Management System for continual changement to ensure highest standard, customer satisfaction, developing human resources and companys growth. Business should support and detect the protection of internat ionally proclaimed human rights with in their sphere of influence. set sure that they are not complicit in human rights abuses. Business should uphold the freedom of association and the effective recognition of the right to collective bargaining.The excretion of all forms of gistd and compulsory labor. The effective abolition of child labor. excretion discrimination in respect of employment and occupation. Business should support a precautionary approach to environmental challenges. Undertake initiatives to promote greater environmental responsibility. Encourage the development and diffusion of environmentally friendly technologies. Business should work against corruption in all its forms, including exportation and bribery. 2. 8 Business mathematical process over the Last Few Decades 1958 Debut of Square Pharma as a Partnership Firm. * 1964 Converted into a Private Limited Company. * 1974 Technical Collaboration with Janssen Pharmaceutical, Belgium, a subsidiary of Johnson and Johnson International, USA. * 1982 Licensing Agreement signed with F. Hoffmann-La Roche Ltd. , Switzerland. * 1985 Achieved first position in the Pharmaceutical Market of Bangladesh among all national and multinational companies. * 1987 broach in pharmaceutical export from Bangladesh. * 1991 Converted in to a Public Limited Company. 1994 Initial Public Offering of Square Pharmaceutical Shares. * 1995 Chemical Division of Square Pharmaceuticals Ltd. starts production of pharmaceutical bulk products (API). * 1997 Won the home(a) Export trophy for exporting pharmaceuticals. * 1998 Agro-chemicals Veterinary Products Division of Square Pharma starts its operation. * 2001 US FDA/UK MCA standard new Pharmaceutical factory goes into operation make under the supervision of Bovis Lend Lease, UK. * 2004 Signing of agreement with ROVIPHARM, Vietnam to manufacture and market Square products under license in Vietnam. 2004 Secured the top position for the outflank published accounts and repor t for 2003 in the manufacturing category for transparency and excellence in corporate reporting. * 2005 New State-of- the-Art Square Cephalosporins Ltd. goes into operation build under the supervision of TELSTAR S. A. of Spain as per US FDA/ UK MHRA requirements. * 2007 Square Pharmaceuticals Ltd. , Dhaka building block gets the UK MHRA approval. 2. 9 Organ Gram of SPL HRD Chapter-3 Training Development Activities Undertaken in Human Resource Department of SPL 3. Human Resource Practices Environment SQUARE, with its progressive business outlook, believes and practices corporate work culture with a classic blend of efficacy and equity. SQUARE believes in company growth by increasing efficacy level of employees and for that offering excellent environment and support for skill and knowledge up gradation. SQUARE values productivity as the spontaneous parting of Human Resources. Strategic Human Resource Development Programs are the nil sources for SQUARE HR for running towards the zenith of succeeder .Flow of clear and specific study and justification of queries play the vital role to ensure the market temper of SQUARE as the most trusted and transparent company and it enriches the motivation level of HR who are the real contributors and owners of his/her own jobs. At SQUARE, HRD symbolizes the unusual blending of professionalism as well as sharing the stress and success equally like a family where every member has deep concern, feelings and conceit for their own company SQUARE.HR ensures the strong supporting role to develop implement HR policy guidelines for ensuring uninterrupted operation and spontaneous participation to gain organizational objective as well as fulfillment of employee needs. HR is maintaining an effective way to deal with labor union and still no unrest has been recorded as dispute Personnel working(a) here are taking care of SQUARE as it is their own family Training development One major function of Human Resource Department is Training and Development .It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees. * Optimum Utilization of Human Resources DT helps in optimizing the utilization of human resource that further helps the employees to extend to the organizational goals as well as their individual goals. * Productivity-The department organizes training that helps in increasing the productivity of the employees that helps the organization further to achieve its semipermanent goal. Development of skills of employees- by means of training and development it helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an boilersuit personality of the employees Team spirit Training and Development helps in inculcating the palpate of team work, team spirit, and inter-team collaborations. It helps in incul cating the zeal to learn indoors the employees. * Organization Climate The HRD help building the positive perception and feeling about the organization since the joining of an employee through organizing orientation programs.We also ensure this mood persists and employees get these feelings from leaders, subordinates, and peers. * Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. * Quality with training and development we help in improv9ing upon the quality of work and work-life. * Health work environment Training and Development helps in creating the healthy worki8ng environment . It helps to build good employee, relationship so that individual goals aligns with organizational goal. Health Safety Training and Development helps in change the health and safety of the organization thus preventing obsolescence. * Image DT try to create a b etter corporate image through arranging internship and in plant training for the students of opposite universities. * Employee Development DT helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that palmy workers and managers usually display. 3. 2 Training and Employee Development in Square SQUARE Pharmaceuticals Ltd. Training Development enables the people to enhance their skills, keep them updated with recent changes. SQUARE offer both on-the-job and off-the- job at both theoretical and practical training opportunities through a range of Local, Regional and International Training programs that include both functional and managerial levels on the basis of Training Need Assessment. Training Need Analysis (TNA) is conducted by Department Heads and Human Resource Department jointly on the basis of job analysis. 3. 2. 1 Management Development TrainingRound the year, management development training is organise for managers executives at o ur Corporate Headquarters, Dhaka Unit Pabna Unit. Square had own and notable resource persons from home abroad conduct the training sessions. We also broadcast our employees to renowned local training institutes for specialized training. 3. 2. 2 Overseas Training Square send their employee to abroad for training program depending on approachability of appropriate topics. Technical persons of our factories attend the Factory Assessment Test (FAT) in various parts of the world for smooth operation of equipments. 3. . 3 sketch Forces Training Development Each year, a signifi atomic number 50t number of work Forces complete their induction training program and joined to their respective markets and protrude at examination in every month for further development. 3. 2. 4 domain of a function Forces Refresher Course For updating product knowledge and change skills of field forces, Refresher Course is organized in four different regions in every month. 3. 2. 5 Territory Manager T raining doubly in every year, mid-level managers of sales participate in the training program titled gross sales Territory Management at a regular basis. 3. 3 Purpose of TrainingIn today market place, its given that everyone pauperism increased efficiency, better performance a bigger piece of the pie. even so virtually everyones determination this more and more difficult to achieve. whitethorn be sheer number of competitors has increased. Perhaps growing price drag is impacting, or the technology ageing. So, unless the product or service is the only one of its kind, we are looking for an edge, an advantage something special from the major competition. And training is one of the strongest toll through which a specialty female genitals be created. genuine training lessens frustration and boredom between supervisor and workers.It contributes to improved human relations and raises morale. The improvement in skills increases productivity and lessens turnover. Employees that the o rganization needs their support are less likely to leave the firm for another position. Through training organization help make employees more loyal to the company. Training also helps ambitious employees forge ahead in their own careers. On the other hand, Better product increases customer satisfaction lead to repeat business and large sales. When we develop employees potential these things are vastly related.Training is a leadership activity, which prepares individuals for their own future opportunities. 3. 4 SPL Employee Training Training can involve the changing of employees knowledge, skills, attitudes and behavior. It is therefore necessary to ascertain the appropriate requirements of each job in terms of these four factors. Training needs can generally be classified as either individual or group needs. Individual needs may relate to orientation (induction) training, initial (basic) training, remedial training (to correct perceived faults), refresher training (such as in compa ny policy, safety, fire drill) or personal development.Group needs, on the other hand, refer to the need for a number of employees to change their behavior collectively. Examples include team building exercises designed to increase group cohesion or group co-ordination. In addition, types of training needs can be grouped into the following two categories Reactive Identify of existing weaknesses and reacting to remedy them. proactive Preparation of employees to handle anticipated future changes both within and external the organization. This is a longer-term approach, more oriented towards development. 3. 7 Training Needs AnalysisA Training Needs Analysis (TNA) is a review of learning and development requirements for staff, volunteers and trustees within in your organization. It considers the skills, knowledge and behaviors that you or your staff need, and how to develop them effectively. Techniques for Determining limited Training Needs There are a number of practical methods whi ch can use to gather data about employees performance. Each working well in given circumstances therefore, we must determine which the outperform is for employee. None of these methods can stand alone. Always use at least two, if for no other reason to validate your findings.One of those we choose should always be observation. 3. 2 Training Methods Training is a key part of business growth and change. To help ensure that dollars are well spent, a company must choose their training programs wisely. When managing any training process, we recommend that company leaders work closely with functional department heads and Human Resources force play in following a systematic approach to training. A good system will help attack training problems using a rifle approach, rather than a shotgun approach. The following are cinque generic steps or phases in the model that we as trainers hardly call A.D. D. I. E. Follow these steps to build your training program, and you will increase your chan ces of assembling an effective program. 3. 3 Analyze Analyzing the need, or performing aneeds assessment,is crucial in identifying the in formation that must be address in the program. This is where SPL ask the question,What do we want our employees to get out of the program? A great way to complete this phase is to perform a gap analysis by comparing current results to the desired performance. some other way to perform this phase is to treat team members as stakeholders in the process, much like it treats customers.Get their help by asking for specifications for the training. After all, they know where they need help particularly when it comes to delivering a better product or dealing with customers. This analysis is also useful in creating metrics that will help your organization gauge the effectiveness of the training. This phase is where training program objectives begin to take shape. 3. 4 Design Design phase is where we bring forward the needs assessment to the actual creat ion of new curriculum or the arrangement of existing curricula. This is where we assemble information tied to each program objective.From the needs analysis, we draw the blueprints of the training, based on the customer specifications. Remember, in this context, the customers that we are speaking of are your team members. If we design the training based on their needs, we get a better product. This is also the phase where we begin to signify about the operational considerations of the program. Ask the question How is the delivery of the program exit to influence my business operations? The answer to this question will force functional managers to make decisions about how they will change operations in the interim to support the program. . 5 Develop Materials This includes items like, references, info packs, case studies, movies, games, and other visual aids. Remember to keep the information organized and easy to use by both the facilitator and the attendeesconfusing programs will sabotage your program. This is also a great time to ensure that feedback from previous sessions is included. Make sure that the programs are up to datespice things up by revamping statistical data, and finding new stories to tell. If the attendees are bored, they will not stay engaged with the facilitator.If attendees are disengaged, they will absorb less knowledge. Keep them engaged with activities such as trivia questions, interactive exercises, and group discussions. 3. 6 Implementation Time for score This is when the training actually takes place. Here are a few things to think about * Practice * Feedback forms * Management/leadership observations and interactions * Facilities management, including room arrangement and equipment * schoolroom rules and expectations, including safety and evacuation procedures 3. 7 Evaluate All system outputs are a direct reflection of inputs, processes, and adjustments.The training process is no different. If the outputs of the program are less than desired, then changes to the program may be necessary. Companies should establish a systematic evaluation process to enhance the effectiveness of the training. We feel that the evaluation of the program should occur in two phases 1) forthwith later on the program, and 2) some period laterfor instance 6 months. The evaluation performed immediately after the program serves to correct urgent training issues such as incorrect data. This is also the time to concentrate on instructor techniques.The later evaluation determines whether the training enhanced employee and/or company performance. Chapter-4 Conclusion 4. 1 Conclusion Square is now the leading Pharmaceutical Company of Bangladesh and becoming a high performance global player in the field. From its formation to the present day, it has been successful in its endeavors. It provides quality medication and strictly follows all regulations. In Bangladesh over three thousand of people are working here. The medicine of Square is famous in Bangladesh as well as in foreign countries. HR Department of Square is playing a vital role as a corporate strategy maker.Growth of the company depends on hiring, developing, retaining versatile and motivating employees. HR Department is continuously hiring skilled people from wide market and thus provides trainings to cope with global challenges. Through various HR activities and training programs they retain talents in the organization, ensure career path for performers to perform more efficiently and effectively to contribute more and more. The Training and Development section of Square Pharmaceutical is always toilsome to ensure the best training programs for employees at the right time, right place.With the up-to-the-minute facilitated training resources they ensure the most effective training sessions for all level of employees. Square Pharmaceuticals Limited practices a progressive recruitment and selection procedures. HR officers of Square Pharmaceuticals Limit ed are now expected to work beyond the boundaries of contracts and policies to contribute directly to the operation and success of the Human Resources Department. 4. 2 addition LIST OF ABBREVIATION 1. PMD- Product Management Department. 2. AM Area Manager. 3. FS- Field Supervisor. 4. TR- Tour Program. 5. DCR- Daily Call Report 6.DSE- Dhaka Stock Exchange. 7. SPL- Square Pharmaceuticals Limited. 8. MRA- Market Research Assistant. 9. MPO- Medical advance Officer. 10. SMPO- Senior Medical Promotion Officer. 11. MG- Manager. 12. GM- General Manager. 13. PPO- Product Promotion Officer. 14. SDO- sales Development Officer. 15. SSDO- Senior Sales Development Officer. 16. TNA- Training Need Analysis. 17. SPO- Sales Promotion Officer. 18. SSPO- Senior Sales Promotion Officer. 19. TM- Territory Manager. 20. MP- Market Promoter. 21. FM- Field Manager. 4. 3 BIBLIOGRAPHY * Annual report (2010-2011), Square Pharmaceuticals Ltd.Written Edited by Accounts Finance Department of SQUARE Pharmaceu ticals Ltd. * Raymond A. Noe, John R. Hollenbeck, Last Published 2011, Human Resource Management, 10th edition, Publisher Irwin/ McGraw-Hill, Boston, Massachusetts. * Dessler Gary, stick out published 2011, Human Resource Management, 9th edition, Publisher Prentice hall, New Jersey. * french L. Wendell, last published 2011, Human Resource Management, 9th edition, Publisher Houghton Mifflin Company, Boston, Massachusetts. * SQUARE program library Reports, Maintained by General Service Department. * www. squaregroup. com,2004, SQUARE Informatix Ltd.