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Report on Square Pharmaceuticals

HRM Function

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First of all, we would like to express our gratitude to Almighty Allah to enabling
us to complete this report on “Square Pharmaceuticals HRM Function.”
We convey our sincere gratitude to our faculty member MRS. MUSRAT MOU,
assistant professor of management, American international university Dhaka.
Without her guidance and proper direction this study would have been a little
success.

Successfully completion of any type of report requires help for number of persons.
We also have taken some helps from websites.

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Table Of Content
No Title Page

1 Acknowledgement 4

2 Human Resource of SQUARE LTD 6-7

3 Staffing Function 8

4 Training and Development Function 9

5 Motivation Function 11-13

6 Maintenance Function 12

7 Findings and Analysis 13-16

8 Limitations of the Report 17

9 Recommendation 17

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HUMAN RESOURCE OF SQUARE LTD

SQUARE, with its progressive business outlook, believes and practices corporate work culture
with a classic blend of efficiency and equity. SQUARE believes in company growth by
increasing efficiency level of employees and for that offering excellent environment and support
for skill and knowledge up gradation. SQUARE values productivity as the spontaneous
contribution of Human Resources. Strategic Human Resource Development Programs are the
energy sources for SQUARE HR for running towards the zenith of success. Flow of clear and
specific information and justification of queries play the vital role to ensure the market
reputation 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 unique blending of professionalism as well as sharing the stress
and success equally like a family where every member has deep concern, feelings and pride 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
achieve 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 here are taking care of SQUARE as if it is their own family. Employee-employer
relation is cordial and supporting always.

KEY PERSONS OF HUMAN RESOURCE DEPARTMENT:

Mr. Anjan K. Paul – Deputy General Manager Head of HRD

Mr. R. K. Banarjee- Manager, Public Relations

Mr. Allen A. Baroi- Manager, HRD

Mr. Ali Hossain- Manager, HR (Dev. & Training)

Lt. Col. (Retd) Jainul Abedin- Manager-HR, Pabna Unit

Mr. Mokbul Hossain, Sr. Executive-HR, Dhaka Unit

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HUMAN RESOURCE DEPARTMENT

Future Plan and Strategies: (Focus areas) 

   To implement Training manual according to training policy

   To implement individual Training software link with HRIS
   To implement counseling cell to solve employee problem and motivation
   To Take a step to organize yearly training budget
   To prepare Electronic folder on time-demanded topics
   To arrange birthday wishes of employees step by step
   Identifying Training Needs among all employees of SQUARE Group.
   Converting business needs into training needs.
   Define core competencies required to perform the job efficiently.
   Identify areas of knowledge, skill and attitudes (KSA) among all employees.
  Taking responsibilities on continuous development of KSA.
   Participating job fair or any event where HR needs to represent the company/ SQUARE
 Group.
   Any recent development or any modern HR issues, we can work on and inform to
others.

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Staffing Function
RECRUITMENT

1.       Sorting or screening
2.       Written test/Interview
3.       Preliminary interview

Thus the whole recruitment process comes to an end.

Internal Source: Square Pharmaceuticals Companies internal sources are recruiting current

company employees for the sales force department. In their HR department, each employee
has personal records, performance a record which is varying from other employees. So if an
employee’s performance is better than company give the promotion. These types of recruiting
reduce the cost and time also.
External Sources: Square Pharmaceuticals Company some external sources for recruiting.
Some sources are given below:
 Referral of people in other firms
 Advertisements
 Employment Agencies.

Selection Procedures:
Square Pharmaceuticals Company typically use some selection tools, they are:

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 Personal Interviews
 Performance simulation testing
 Physical Examination
 Personality tests
 Intelligence tests
 Comprehensive Interview

Training and Development Function

TRAINING:

Training is a planned, structured, organized and time bound process which results in the
individuals acquiring appropriate skills, knowledge, attitudes and values that directly
complement their performance and also resulted in the organizational effectiveness. HR of
SQUARE Pharmaceuticals believes that appropriate form of training and education contribute to
the development of its staff by the way of upgrading their job skills and develop their potential
and build their capacity to meet future needs of SQUARE, and to the mutual benefit of
SQUARE and themselves.

All staff irrespective of male or female, senior or junior, will undertake training (also attend
workshop) on different issues at least once within two years to develop an understanding of its
relevance to their work depends upon Training Needs Assessment.

1.   The training or development interventions is based on need assessment;

2.   The training/development intervention is within the plans & budget;
3.   Employee’s absence from the field/ office does not affect the program/ office work;

Staff in present job needs enhancement of his/her skill, knowledge.

Certificate Policy for in house training program:

   If tenure of the in house training program at company premises or outstation is 12 hours

or more then certificate will be provided.
   In house training less than 12 hours will be regarded as workshop or presentation
session, so participants will not be awarded with certificate.

Training Others

As part of organization goal of strengthening field force of the organization, HR(D&T) of

SQUARE Pharmaceuticals offer/arrange various training methods like on-job training(Job
Rotation, Apprenticeships), off-job training(Simulation), refresher course to Targeted/interested
group all over the year.

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DEVELOPING

 In an effective organization, employee developmental needs are evaluated and addressed.
Developing in this instance means increasing the capacity to perform through training, giving
assignments that introduce new skills or higher levels of responsibility, improving work
processes, or other methods. Providing employees with training and developmental
opportunities encourages good performance, strengthens job-related skills and competencies,
and helps employees keep up with changes in the workplace, such as the introduction of new
technology.
Carrying out the processes of performance management provides an excellent opportunity to
identify developmental needs. During planning and monitoring of work, deficiencies in
performance become evident and can be addressed. Areas for improving good performance
also stand out, and action can be taken to help successful employees improve even further.

Motivation Function

Performance Appraisal
Every organization conducts performance for assessing the performance of the
employees and the organization. But if not conducted properly, they can give a false
impression about the performance of the employees and affect the overall
performance of the organization; therefore, there is a need to train the appraisers to
ensure the maximum effectiveness of the process.
Square pharmaceuticals also offer to their employees give up training for getting more
benefit of company and staffs do their best for that. Employee’s promotion depends
on their performance and activities. 

Self Appraisals: Self appraisal is an important part of the Performance

appraisal process where the employee himself gives the feedback or his views and
points regarding his performance. Usually this is done with the help of a self appraisal

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form where the employee rates himself on various parameters, tells about his training
needs, if any, talks about his accomplishments, strengths, weaknesses, problems
faced etc.
Square group followed all rules and regulations for improving their employee’sself-appraisal,

360 degree Appraisal

An appraisal device that seeks performance feedback from supervisors, peers, employees,
customers and suppliers to evaluate the individuals.

REWARDING

 In an effective organization, rewards are used well. Rewarding means recognizing
employees, individually and as members of groups, for their performance and
acknowledging their contributions to the agency’s mission. A basic principle of
effective management is that all behavior is controlled by its consequences. Those
consequences can and should be both formal and informal and both positive and
negative.
Good performance is recognized without waiting for nominations for formal awards to
be solicited. Recognition is an ongoing, natural part of day-to-day experience. A lot of
the actions that reward good performance like saying “Thank you” don’t require a
specific regulatory authority. Nonetheless, awards regulations provide a broad range
of forms that more formal rewards can take, such as cash, time off, and many non
monetary items. The regulations also cover a variety of contributions that can be
rewarded, from suggestions to group accomplishments.

BENEFITS TO EMPLOYEES

SL Financial Benefits Non-Financial Benefits

1 5 Bonuses Job Enrichment
2 Profit Share Participation in decision making
3 Special Increment & Regular Refreshment for shift workers 
Increment
4 Leave Encashment Lunch Facility
5 LFA Job Rotation
6 Medical Facilities Learning facility
7 Gratuity Loan facility

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8 Group Insurance Easy communication with management

9   Technical Support
10   Study Leave

FACILITIES

Provided by Square Pharmaceutical Ltd. to their employees

   5 festival bonuses in a year

   Quarterly incentives
   50 percent on motor cycle loan
   Provident fund
   Workers participation fund
   Profit share
   Mobile facility
   Bonus and incentive
   Group insurance policy

Maintenance Function:
Square pharmaceutical is one of the leading organization in Bangladesh. They are
maintaining HRM maintenance function towards their employees. Those are described in
below.

Health & Safety:

Square pharmaceuticals is very much conscious about their employee’s health & safety. That’s
why they frequently organize different different workshop to train their employees how to
prevent different natural disaster such as earthquake, fire, flood etc.
besides they have emergency exit, sufficient fire extinguisher and other safety gear in every
office.

They also have their own transportation system for their employees so that the female workers
can easily come to the office.

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Square pharmaceuticals also very much concern about their employee’s health issue.
That’s why they provide free medical checkup and health care for their employees.
They also ensure medical insurance for their employees. So that if any employees get seriously
sick then he/she can get proper treatment. They also provide all kind of support for the long-
suffering.

Employee Relationship:
The relationship between square pharmaceuticals and their employees are very superior. They
organize various programs and picnics to bond between their employees.
They also organize various surveys throughout the year to determine the condition of
employee and their supervisor.

Findings and Analysis

ANALYSIS:

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Out of the entire respondent 17 percent respondents are highly satisfied with the lunch facility
given to the employees and 25 percent of them are satisfied. On the other hand, 33 percent of the
respondents are highly dissatisfied and 8 percent of them are dissatisfied and not satisfied with
the lunch facility provided by Square Pharmaceutical Ltd. to their employees.  So there is
dissatisfaction with the lunch facility.

Every organization has its own organizational culture. SPL also has its own environment and
culture. 33 percent of the respondents are highly satisfied in term of organizational culture and
environment of the company and 25 percent is satisfied. However, 17 percent of the entire
respondents are somehow satisfied and not satisfied in term of the present organizational
environment and culture in the department. Only 8 percent of them are dissatisfied with it.

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Out of the entire respondent 83 percent of the respondents are satisfies with the present job
description and 17 percent of the respondents are not satisfied with the present job description.

FINDINGS:

Manager:

Satisfaction:

There is no significant dissatisfaction with the present salary structure in Square Pharmaceutical
Ltd. 67 percent of the managers are satisfied with the current salary scale.

The organizational environment and culture that the company has created is able to satisfy the
employees. In term of organizational environment and culture, 33 percent of the respondents are
highly satisfied and 25 percent of them are satisfied but on the other hand only 8 of them
dissatisfied and 17 percent of them are not satisfied.

In term of leave facility there is a huge acceptance by the employees. In this practice the
company is success because there is no dissatisfaction with this facility. 67 percent of them are
satisfied and 25 percent of the respondents are highly satisfied with LFA policy

Dissatisfaction:

There is dissatisfaction regarding the opportunity of advancement and promotion policy of the
company. 8 percent of them are satisfied with this policy and practice where 25 percent of them
are not satisfied with it.

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Survey indicates that respondents are not pleased with the exiting lunch facility provided by the
company. 33 percent of the entire respondents are highly dissatisfied, 8 percent of them are
dissatisfied and also 8 percent of them are not satisfied with the facility where only 25 percent
are satisfied with the facility.

The employees are getting benefits according to their job responsibilities and duties. 33 percent
of them are not satisfied and 25 percent of them are dissatisfied with the package in comparison
to their job responsibilities. However 25 percent of them are satisfied.

In term of the annual appraisal of the company the employees are not actually satisfied. Here, 17
percent of them are satisfied but 33 percent of them are not satisfied with it.

Parameters Satisfaction Dissatisfaction

Annual Appraisal Field Force Manager
Non-Executive Executive
overall benefits Field Force Manager
Non-Executive Executive
lunch facility Manager
Non-Executive Executive
Field Force
Training Manager,  Executive
Non-Executive
Field Forces
Promotion Field Force Manager
Non-Executive Executive
recruitment and selection Manager
Non-executive Executive
Field Force
leave facility Manager
Executive Field Force
Non-executive

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Limitations of the Report

On the way of our study, we have faced some problems that termed as the limitations of the
study. In all respect following limitation and weakness remain within which we failed to escape
by any means. These are follows:

Budgeted time limitation:

It was one of the main constraints that hindered to cover all aspects of the study.

Confidentiality of data:

Because of some divisional and confidential problem, we could not get enough information.
Every organization has their own secrecy that is not revealed to others. While collecting data
some company personnel did not disclose enough information for the sake of confidentiality of
the organization.
Data Insufficiency:

There is a lack of information about the different costing methods applied by different
companies and the level of costing applications as well. Insufficient books published relevant to
the topic and lack of availability of fact and figure has made an impact. These constrains
narrowed the scope of accurate analysis. If these limitations had not there; the report would have
been more useful attractive.

RECOMMENDATION:

Succession Planning can be introduced in the company before the retirement of any employee.
This process will stop contract employment policy because through contract employment the
employee is not allow getting all the facility and benefits from Square as other employees which
lead to job dissatisfaction.

The interior design of the office should to be changed to be able to compete with other national
and multinational company in this country and also it will motivate the employees and retain
high skilled employees.

Paper work need to be reduced and increase the computer skilled of the existing employees to do
the work more smoothly and faster which took  more time before using the modern technical.

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Make sure the proper utilization of working time by increase the communication in and outside
the company.

 The company should revise the recruitment and selection policy for the executive level and also
further research is needed to find out the reason of their dissatisfaction which will be easy in
solving problems because the manager, non-executive and field forces are satisfied.

Findings indicate that there is dissatisfaction among the manager, executive and non-executive
level in term of opportunity for advancement and promotion. So, this practice need to redesign
and check and should be improved through adopting effective policy to satisfy employees.

To take the necessary steps and action, to increase employees’ satisfaction level and to recover
the above problems, further research is needed for the company which will include the whole
employees of Square Pharmaceuticals Ltd to identify the effective and efficient policy, strategy
and action

Lack of continuous improvement: In the recent years the dividend payout ratio was not good
comparing to last four years. It was lower in the year of 2014-2015due to imbalance increase in
dividend per share & earning per share.

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