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Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
Performance Appraisal of Square Pharmaceutical ltd
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Performance Appraisal of Square Pharmaceutical ltd

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  • 2. PERFORMANCE MANAGEMENT Course Code: HRM – 4368 Section: “B” Submitted To: Farhana Rashid Assistant Professor School of Business United International University Submitted By: Md. Shakhawatul Islam Id No. 111 093 033 Date of Submission: January 25, 2014
  • 3. Table of Contents 1. Introduction: ................................................................................................................ 1 2. Objective of the Report ................................................................................................ 1 3. Methodology of Data Collection .................................................................................. 2 3.1 Sample Size and Population: ................................................................................. 2 3.2 Sampling Method .................................................................................................. 2 3.3 Primary Sources:.................................................................................................... 2 3.4 Secondary Sources: ................................................................................................ 2 3.5 Data Analysis: ........................................................................................................ 3 3.6 Data Presentation: ................................................................................................. 3 4. Limitations of the Report............................................................................................. 3 5. Historical Background: ................................................................................................ 4 6. Milestones of Square Pharmaceuticals Ltd. ................................................................ 4 7. About the Organization: .............................................................................................. 5 7.1 Vision ..................................................................................................................... 5 7.2 Mission ................................................................................................................... 5 7.3 Objective ................................................................................................................ 5 7.4 Corporate Focus ..................................................................................................... 5 7.5 Goal ........................................................................................................................ 5 7.6 Slogan..................................................................................................................... 6 7.6.1 Business Slogan............................................................................................... 6 7.6.2 Corporate Slogan ............................................................................................ 6 7.7 Square Quality Policy............................................................................................. 6 7.8 Strive of SPL........................................................................................................... 7 8. Profile of Square Pharmaceuticals Ltd. ....................................................................... 7 9. Activities of Key Functional Departments in SPL ....................................................... 8 10. Organogram of Square Pharmaceuticals Ltd ........................................................... 8 10.1 Management Committee ....................................................................................... 9 10.2 The Breakdown of HR ........................................................................................ 9 10.3 The Supervision Ratio ........................................................................................ 9 11. Human Resource Department in SPL ...................................................................... 9 12. Performance Appraisal ............................................................................................ 11 13. Types of Performance Appraisal Methods: ............................................................. 11 14. Performance Appraisal Process in Square Pharma Ltd ......................................... 13
  • 4. 14.1 Reward and Compensation System ..................................................................... 14 14.2 Pay Structure .................................................................................................... 14 15. Survey Questionnaire ......................................... Error! Bookmark not defined. 16. Recommendation: ................................................................................................... 14 17. Conclusion: .............................................................................................................. 16 18. References: ...............................................................................................................17
  • 5. Report on: 1. Introduction: Square today is more than just an organization, it is an institute. In a career spanning across four and half decades it has pioneered the development of the local business in fields as diverse as Pharmaceuticals, Toiletries, Garments, Textile, Information Technology, Health Products, Food Products, Hospital, etc. With an average Annual turnover of over US$ 200 million and a workforce of about 3500 the Square Group is a true icon of the Bangladesh business sector. Square Pharmaceuticals Ltd. (SPL), the pharmaceutical giant in the country, is a trusted name in the industry of manufacturing quality medicines for more than four decade. Square is now an active corporate giant in the fields of business and industry. Beximco Pharmaceuticals, Incepta Pharmaceuticals, Drug International are the direct competitor of Square Pharmaceuticals Ltd. The pharmaceutical sector is a high-technology and knowledgeintensive industry. The industry has a two-tier structure. The largest firms account for the majority of the R&D investment in the industry and hold the majority of patents. There are a large number of smaller firms producing mostly for local markets. The pharmaceutical industry is heavily regulated. 2. Objective of the Report The prime objective of the report will be to evaluate the executive. Some of the important objectives are: To identify directors and management position hierarchy.  To identify the responsibility of every department of the company.  To determine if they are satisfied with their work in relation to the characteristics of work.  To identify if they are satisfied with their salaries and benefits work?  To determine the level of employee satisfaction with their work in relation to the working environment.  To identify if they are satisfied with their work in communication.  To identify the level of employee satisfaction regarding the promotion and growth of the organization. 1
  • 6. Report on: 3. Methodology of Data Collection Both primary and secondary sources of information have been considered as a data collection process. Primary data was collected through checklist and personnel interview. The secondary information of the study was collected from the web sites, published literature, research papers and, various reports (internal and external) of the sample firms. Qualitative technique was used to analyze the collected data. 3.1 Sample Size and Population: Populations of this research are of two types: I. Management of pharmaceutical companies: It includes the view of the personnel who are involved in the performance appraisal and employee motivation in HR department; II. Employees of pharmaceutical companies: The general employees of some different pharmaceutical companies include those who had undergone some performance appraisal. It includes mainly the sales officers. 3.2 Sampling Method There are two types of populations’ size, based on which different samples were drawn. For management no sampling is needed, because there are very few HR personnel. For employees, random sampling was chosen. 3.3 Primary Sources: Observation: Observing the actual practice of Human Resources of the company. Survey: Interviewing officials and executives involved in this organization. Face to face Conversation with respective officers of the organization. 3.4 Secondary Sources:  Official records of Square Pharmaceuticals Ltd.  Relevant file study as provided by the officers concerned  Annual report  Working Papers  Office Files 2
  • 7. Report on:  Selected Books  Printed Forms  Published & Unpublished Document. 3.5 Data Analysis: All the data is collected through secondary sources. Data has been analyzed on the first hand collection. So in this report we do not need to analyze data. 3.6 Data Presentation: We have presented the data through pie chart, which shows the corresponding years and the required information and also the percentages. Report Writing Technique As this report is prepared on the basis of data collected from two sources and no qualitative measurement is used. It is a descriptive report and includes different segment of HR activities. 4. Limitations of the Report The methodological limitations include difficulty in getting people who are aware of human resource practice properly. Respondents were unwilling to cooperate with us for some cases and they were also reluctant for an interview. There are few interrelated problems. These are listed below:  First, the corporate executives tend to be busy. It is difficult to get time from corporate executives. Even though they allowed such interactions, the time given was inadequate.  Second, the business executives have limited understanding regarding the indepth knowledge and scope of the study. They were not sure about the relevance of the study in their context.  Third, some information could not be attained due to confidentiality. In those cases, we only explained that part theoretically. The survey is subjected to the bias and prejudices of the respondents. Hence 100% accuracy can’t be assured. The researcher was carried out in a short span of time, where in the researcher could not widen the study. 3
  • 8. Report on: 5. Historical Background: Square Pharmaceuticals Ltd is the flagship company of Square Group. In stark contrast to its present stature, Square had a rather humble beginning. They have a reputed name in the pharmaceutical industry in Bangladesh for manufacturing quality medicines over their decades. SPL made its debut in a humble way in 1958 from a small house of the village Ataikola near Pabna. Square today symbolizes a name – a state of mind. But its journey to the growth and prosperity has been no bed of roses. In 1958, the Company started as a small scale pharmaceutical venture at Pabna, a small town in Northern Bangladesh. It was a partnership effort of four young and enterprising men under the leadership of the Chairman, Mr. Samson H Chowdhury, whose determination and passion saw it through the turmoil of the early days. In 1964, the company was turned into a private limited company. After the independence of Bangladesh, 1975 was quite a significant year for Square as it established a technical collaboration with Janssen Pharmaceuticals of Belgium; a subsidiary of Johnson and Johnson, USA. In its relentless quest for higher technology, Square signed a technological collaboration with F. Hoffman-La Roche & Co. in 1984. In the year of 1987, Square became the first Bangladeshi company to export its product abroad. The company stepped into a new era when it was transformed into a public limited company in 1991 and subsequently it was publicly listed as both the stock exchanges in Bangladesh, in 1995. Square Pharmaceutical Ltd has been successfully retaining its market leader position in Bangladesh for the last consecutive 23 years and its current market share is approximately 19.19%. The company is holding the strong leadership position in the pharmaceutical industry of Bangladesh since 1985 and is now on its way to becoming a high performance global player. 6. Milestones of Square Pharmaceuticals Ltd. 1958 : 1964 : 1974 : 1982 : 1985 : 1987 : 1988 : 1994 : Debut of Square Pharma as a Partnership Firm. Converted into a Private Limited Company. Technical Collaboration with Janssen Pharmaceutica, Belgium, a subsidiary of Johnson and Johnson International, USA. Licensing Agreement signed with F. Hoffmann-La Roche Ltd, Switzerland. Achieved first position in the Pharmaceutical Market of Bangladesh among all national and multinational companies. Pioneer in pharmaceutical export from Bangladesh. Debut of Square Toiletries Ltd. as a separate division of Square Pharma. Initial Public Offering of Square Pharmaceutical Shares. 4
  • 9. Report on: 1995 : 1997 : 1998 : 1998 : 2001 : 2002 : 2003 : Chemical Division of Square Pharmaceuticals Ltd. starts production of pharmaceuticals bulk products (API). Won the National Export trophy for exporting pharmaceuticals. Second Unit of Square Textile Ltd. is established. Agro-chemicals & Veterinary Products Division on Square Pharma starts its operation. US Fda/UK MCA standard new pharmaceutical factory goes into operation built under the supervision of Bovis Lend Lease, UK. Enlisted as UNISEF’s global suppliers. Management Agreement with Bumrungrad Hospital International of Thailand for the management of Square Hospitals Ltd. 2004 : Signing of agreement with ROVIPHARM. 2007 : Square Pharmaceuticals Ltd. Dhaka Unit gets the UK/MHRA approval. 2012 : Awarded TGA Certificate. 7. About the Organization: 7.1 Vision The company views “Business as a means to the material and social wellbeing of the investors, employees and the society at large, leading to accretion of wealth through financial and moral gains as a part of the process of the human civilization” 7.2 Mission The company’s mission is “To produce and provide quality & innovative healthcare relief for people, maintain” stringently ethical standard in business operation also ensuring benefit to the shareholders, stakeholders and the society at large. 7.3 Objective Their objectives are to conduct transparent business operation based on market mechanism within the legal & social frame work with aims to attain the mission reflected by our vision. 7.4 Corporate Focus To emphasize on the quality of product, Process and Service leading to growth of the company imbibed with good government practices are the main corporate focus. 7.5 Goal The goals of Square Pharmaceuticals limited are – 5
  • 10. Report on:  Develop a realistic deposit mobilization plan. Strengthen operation in domestic to increase market share and profitability to offer more value to the shareholders offer contract-manufacturing facility  Manufacturer and market time demanded and international standard pharmaceutical in domestic and export market.  Association with global research based pharmaceutical company for marketing or manufacturing their products. 7.6 Slogan 7.6.1 Business Slogan Square Pharmaceuticals limited always uploads the dictum: “Dedicated to advanced technology”. 7.6.2 Corporate Slogan Square Group of industries has a common corporate slogan: “Jibon Bachatey, Jibon Sajatey” 7.7 Square Quality Policy  Business should work against corruption in all its forms, including exportation and bribery.  Make 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 elimination of all forms of forced and compulsory labor.  The effective abolition of child labor.  Ensure strict compliance with WHO CGMP standards and local regulatory norms in every phase of sourcing & procuring quality materials, manufacturing, quality assurance and delivery of medicines.  Business should support and respect the protection of internationally proclaimed human rights with in their sphere of influence.  Elimination 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. 6
  • 11. Report on: 7.8  Strive of SPL Square, strive, above all, for top quality health care products at the least cost reaching the lowest rungs of the economic class of people in the country. We value our social obligations.  Square owe their shareholders and strive for protection of their capital as well as ensure highest return and growth of their assets.  Square strives for fulfillment of our responsibility to the government through payment of entire range of due taxes, duties and claims by various public agencies like municipalities etc.  Square strives, as responsible citizen, for a social order devoid of malpractices, antienvironmental behaviors, unethical and immoral activities and corruptive dealings.  Square strives for equality between sexes, races, religions and regions in all spheres of our operation without any discriminatory treatment.  Square strives for an environment free from pollution and poisoning.  Square strives for the achievement of millennium development goals for the human civilization. 8. Profile of Square Pharmaceuticals Ltd. Corporate Headquarters Square Centre 48, Mohakhali Commercial Area, Dhaka 1212, Bangladesh Factory Shalgaria, Pabna Town, Pabna Established In 1958 Constitution Public Limited Company Chairman Mr. Samson H. Chowdhury Managing Director Mr. Tapan Chowdhury Authorized Capital Tk. 1000 million Paid-up Capital Tk. 496.8 million No. of Employees 2703  Product Range Pharma–91 products in 185 dosage forms  Chemical Division–7 products  Agro Vet Division –7 products 7
  • 12. Report on: 9. Activities of Key Functional Departments in SPL As per the latest organogram SPL had 20 (twenty) functional departments for its operation. The names of the departments are as follows: 1. Information Technology (IT) Department 11. Sales Department 2. Medical Services Department (MSD) 12. Distribution Department 3. Product Management Department (PMD) 13. Engineering Department 4. International Marketing Department 14. Production Department 5. Market Research and Planning Cell 15. Commercial Department 6. Quality Management and Audit Dept. 16. Technical Services Department 7. Production Planning and Inventory Cell 17. Quality Control Department 8. Personnel and Administration Department 18. Quality Assurance Department 9. HR Training and Development Department 19. AgroVet Department 10. Accounts (New Venture) Department 20. Accounts and Finance Department 10. Organogram of Square Pharmaceuticals Ltd 8
  • 13. Report on: 10.1 Management Committee 10.2 The Breakdown of HR Job Location Manager Executive and above Non- Total Executive Corporate HQ 46 123 123 292 Chemicals Division 2 12 64 78 Pabna Plant 19 59 459 537 Dhaka Unit 14 61 168 243 Distribution 3 17 174 194 Field Force(SPL) 942 Field Force(Agrovet) 70 Field Force(Pesticide) 25 Total HR 84 272 988 2381 10.3 The Supervision Ratio Criteria Manager Executive Span of Supervision Supervision 84 272 1:3 Executive Non-Executive 272 988 1:4 11. Human Resource Department in SPL Square, with its progressive business outlook, believes and practices corporate work culture with a classic blend of efficiency and equity. Square Pharmaceuticals Ltd, with its progressive business outlook, believes and practices corporate work culture with a 9
  • 14. Report on: classic blend of efficiency and equity. SPL believes in company growth by increasing efficiency level of employees and for that offering excellent environment and support for skill and knowledge up gradation. SPL values productivity as the spontaneous contribution of Human Resources. 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 Resource. Strategic Human Resource Department programs are the energy sources for Square HR for running towards the zenith of success. Flow of clear and specific information 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 concern, feelings and pride for their own company Square. HR ensures the strong supporting role to develop and implement HR policy guidelines for ensuring uninterrupted operation and spontaneous participation to achieve organization 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 it is their own family. 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 SPL as if it is their own family. Employee-employer relation is cordial. The major functions implemented by this department are as follows: • Job evaluations and descriptions establishment • Recruitment and staffing policies and processes • Orientation and socializing new recruits and organizational members • Employee training and development facilitations and management • Employee performance management and evaluation • Compensation and benefits determination as per job evaluation • Talent retention strategies • Facilitating career development and enrichment of human resources • Maintaining relationship and communication with past, present, and potential employees • Going through capability and disciplinary procedures for future “actions” 10
  • 15. Report on: 12. Performance Appraisal Performance appraisal is the process through which an organization gets information on how well an employee is doing his or her job. The central feature of any performance appraisal system is the establishment of objectives against which any assessment individual of is the performance based. The of supply the chain department of SPL conducts the performance appraisal for all the employees of the department. The HR department helps in this process. At first the employees are given the opportunity of self-evaluation. Later on the employees are evaluated by their reporting boss and the person supervising his boss. Thus all the employees including the AGM and EDA are evaluated. The MD evaluates the EDA’s performance. For this evaluation purpose there is a specific performance appraisal form. Then the AGM, EDA and MD sit together to take decisions based on the employee evaluation. If any employee's performance is not satisfactory then they decide about how the performance of that employee can be improved. If any employee’s performance is outstanding then he gets a promotion (Personal communication. 2006). 13. Types of Performance Appraisal Methods: There are so many methods which are include in comparative method but the most important and most popular are i. Straight ranking method ii. Grading method iii. Graphing rating method iv. Forced choice description method v. Forced distribution methods vi. Check list method vii. Critical incident method viii. Free from easy method 11
  • 16. Report on: I. Straight Ranking Method: It is the oldest and simplest method of performance appraisal, by which the man and his performance are considered as an entity by the rater. No attempted is to made to fractionalize the rate; the whole man compared with the whole man; that is the ranking of a man in a work group is done against that of another. The relative position of each man is tasted in terms of his numerical rank. II. Grading method: Under this system, the rater consider certain feature and marks them accordingly to the scale, train categories of worth are first established and carefully defined. The selected feature may be analytical ability, cooperativeness, dependability, self-expression, job knowledge, leadership, etc. they may be [[A-out standing B-very good C-average D-fair E-poor]]. These are used in the selection of candidates by the public service commission. III. Graphic Rating Method: This is the most commonly used method of performance appraisal. Under it a printed form one for each person to be rated. The factors which are including in this method are employee characteristics and employee contribution. In employee characteristics are included are leadership, attitude, enthusiasm, locality creative ability, analytical ability, co-ordination. In the employee contribution are include the quantity and quality of work, the responsibility assumed, specific goal achieved, regularity of attendance. These traits then evaluated on continuous scale where in the rather place a mark somewhere along a continuum. IV. Forced Choice Description Method: It attempts to correct a rater tendency to give consistently high or low rating to all the employees under this method the rating elements are several sets of pair phrases or adjective relating to job proficiency and personal qualification the following statement are illustrative of the type of statement that are used. Organize the work well Lacks the ability to make people feel at ease. Has a cool even temperament Is punctual and careful. Is a hard worker and co-operative. V. Forced Distribution Method: This system is used to eliminate or minimize rater’s bias so that all the personnel may not be placed at the higher end or lower end of the scale. It requires the rater to apprise an employee according to a predetermined distribution scale under this system it is performance and promo ability. For this purpose a five point performance scale is used without any descriptive statement. Employees are placed between the two extreme good or bad 12
  • 17. Report on: job performances. For ex 10% given to outstanding, 20% given to good and 40% given to satisfactory. VI. Checklist Method: Under this method the rater does not evaluate employee performance; he supplies report about it and the final rating is done by personnel department. A series of question are presented concerning an employee to his behavior. The rater then checks to indicate if the answer to a question about an employee is positive or negative. The value of each question may be weighed equally or certain question may be weighed more heavily than others. Example- Is the employee really interested in job? VII. Yes/No Free Essay Method: Under this method the supervisor makes a free form, open ended appraisal of an employee in his own words and put down its impression about the employee. He takes note of these factors, Relation with fellow supervisor, General organization and planning ability, Job knowledge and potential, Employee characteristics and attitude, Production, quality, and cost control, Physical condition and Development needs. VIII. Critical Incident Method: The essence of this system is that it attempts to measure workers performance in terms of certain events and episode that occur in the performance rates job. These events are known as critical incident method. The supervisor keeps a written record of the event that can easily recalled and used at the time of performance appraisal. 14. Performance Appraisal Process in Square Pharma Ltd The supply chain department of SPL conducts the performance appraisal for all the employees of the department. The HR department helps in this process. At first the employees are given the opportunity of self-evaluation. Later on the employees are evaluated by their reporting boss and the person supervising his boss. Thus all the employees including the AGM and EDA are evaluated. The MD evaluates the EDA’s performance. For this evaluation purpose there is a specific performance appraisal form. Then the AGM, EDA and MD sit together to take decisions based on the employee evaluation. If any employee's performance is not satisfactory then they decide about how the performance of that employee can be improved. If any employee’s performance is outstanding then he gets a promotion. 13
  • 18. Report on: 14.1 Reward and Compensation System The reward system of an organization includes anything that an employee may value and desire and that the employer is able or willing to offer in exchange for employee contributions. The reward system consists of a compensation and noncompensation system. Compensation refers to all forms of financial returns and tangible services and benefits employees receive as part of an employment relationship. 14.2 Pay Structure Pay structure is the relative pay of different jobs (job structure) and how much they are paid. The pay structure for the employees of the supply chain department of SPL is shown: Basic Salary + Home Rent + Transport + Medical Allowance 15. Recommendation: As Square Pharmaceutical Ltd. is one of the leading national companies of Bangladesh its human resource policies are much more competent and well organized than any other organization of Bangladesh. Even many Multinational companies are falling behind in the means of human resource practices than Square Pharmaceutical Ltd. those are competing with the mentioned company. The training process of Square Pharmaceutical Ltd. is very widely spread to fulfill employees need to be more competitive. Each level of employees are facilitate with the training and development programs of Square. 24 Employees are trained both on the job training along with off the Job Training. Both internal and external trainers are available to train employees in the organization. The great feature of its development process is that it provides allowances according to the company rules to the employees when they are going for an external training. But the lacking of Square Pharmaceutical Ltd. development system is that it does not have any Training Institute of its own. Square Pharmaceutical Ltd. has the structural support to establish a training institute to build its employees as it requires. In the selection process of Square it does not have any physical examination of the selected employees. There is no specified process of the Background Investigation of the selected employees. It is recommended that it should adopt these steps also in the selection process which will help them to have more competent employees in the organization. Compensations and benefit programs are standard enough in Bangladesh to retain employees in the organization but as Square Pharmaceutical Ltd. is a company which is competing with many global companies so it should develop a compensation 14
  • 19. Report on: program which will be competitive enough to attract not only Bangladeshi candidates but also the candidates those are globally competitive. 15
  • 20. Report on: 16. Conclusion: Square Pharmaceutical Ltd. is a very well-known national figure in Bangladesh. They are the biggest organization in Bangladesh. Square Pharmaceutical Ltd. has a very well reputation for this working environment. Usually they only recruit people for all-level jobs, because they believe in the internal growth of their current employees. So it is easily understandable that Square Pharmaceutical Ltd. prefers their current employees first. That is why employees do not leave this organization. It is also true that Square Pharmaceutical Ltd. has a number of good employees who are talented as well as committed to the organization. They have very good communication skills. This is because of Square Pharmaceutical Ltd.’s strong recruiting and selection process. Before taking employees they analyze on those position. They find out what are the responsibilities they should perform and what is the recruitment to perform those activities. Square Pharmaceutical Ltd. has a structured planning for those processes. They conduct the processes in different steps. For this reason they have to spend time but finally they are being able to get the most prefect employees for their organization. 16
  • 21. Report on: 17. References:  Class note and journal provided by course instructor Farhana Rashid  Personnel/HRM - David A. Decenzo/Stephen P. Robbins  HRM - Cynthia D. Fisher/Lyle F. Schoenfeldt/James B. Shaw.  HRM by Garry Dessler  Strategic Management and Business Policy by Thomas L. Wheelen, J. David Hunger  www.squarepharma.com.bd  Nurul Islam, Executive, Human Resources at Square Pharmaceuticals Ltd.  Ekramullah Shamsul, Sr. Executive, Human Resources at Square Pharmaceuticals Ltd.  Square Pharmaceuticals ltd annual report 2012-2013  Booklets published by Square Pharmaceuticals ltd   rapcollection.blogspot.com en.wikipedia.org/wiki/square pharmaceuticals 17

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