This document discusses Square Pharmaceuticals Ltd (SPL), a leading pharmaceutical company in Bangladesh. Some key points:
- SPL was established in 1958 and has grown to become the largest pharmaceutical company in Bangladesh.
- It has achieved several milestones over the decades including technical collaborations with international companies and being the first Bangladeshi company to export pharmaceutical products.
- SPL's vision is to use business as a means to improve material and social well-being. Its mission is to produce quality healthcare for people while maintaining high ethical standards.
- The company aims to conduct transparent business within legal frameworks to achieve its mission and vision. Its goals include increasing market share and offering manufacturing services internationally.
Internship Report on Square Pharmaceuticals Ltd.Mahfuz Tushar
The internship report primarily focuses on the Recruitment and Selection process of the
company. This report points out the existing conditions regarding employee recruitment and
selection that means find out the best personnel for the organization.
Project Report on Performance Appraisal System and Effectiveness in Flora Hot...PS NEEMISH
The study covers employees of Flora Hotel Cochin.
A survey was conducted for information about the performance appraisal
system that was used in the company.
The study focuses on type, effectiveness and employee attitude of the
appraisal system.
To help management plan future development and growth.
The sample size of 50 employees was selected at random from all
departments.
Internship Report on Square Pharmaceuticals Ltd.Mahfuz Tushar
The internship report primarily focuses on the Recruitment and Selection process of the
company. This report points out the existing conditions regarding employee recruitment and
selection that means find out the best personnel for the organization.
Project Report on Performance Appraisal System and Effectiveness in Flora Hot...PS NEEMISH
The study covers employees of Flora Hotel Cochin.
A survey was conducted for information about the performance appraisal
system that was used in the company.
The study focuses on type, effectiveness and employee attitude of the
appraisal system.
To help management plan future development and growth.
The sample size of 50 employees was selected at random from all
departments.
A STUDY ON RECRUITMENT & SELECTION PROCESS AT INDO PUMPS PVT.LTD, NASHIK (MB...Avinash Labade
If any have Need Project Report please call +919011888598 and i will provide only Word File.
and
Project Cost is Rs 500/- Per Project
Send Me Payment Phone Pay or Google Pay
The roles and responsibilities of human resource in the current scenario has undergone with massive amount of change and its main focus is now on evolving such functional strategies that enable effective enforcement of major corporate strategies. Human resource management today work towards enhancing and facilitating the performance of workforce by designing a favorable work environment and offering maximum opportunities to employees to participate in organizational planning and decision making process (Chadwick, 2008). In the present era, all the major activities of human resource are directed towards development of efficient leaders and encourage employee motivation.
Human Resource Information System: A study on Telecommunication Industry of B...Masum Hussain
In today’s organizations Human Resource is considered as one of the key resources of business organizations. The transaction processing layer of information system (IS) in human resource function deals with routine activities like attendance recording and payroll calculations. The operational level activities also include maintaining the employee records which is used as a basis for strategic layers. With the growing importance of human resource management and increasing size of the organizations, maintenance of employee related data and generating appropriate reports are the crucial aspects of any organization. The Human Resource Information System (HRIS) is a collection of men, tools, procedures and software to perform various business tasks at various levels in the organization. Many organizations have separate MIS departments which are involved in maintaining records, performing transactions, report generations and consolidation of the important information which will be supplied to the various levels of the management. MIS has three basic levels: operational, middle management and top management where the information is passed from bottom to top. This report is an attempt to design an information system for Bangladesh telecommunication industry, which involves attendance capturing & recording system which will be used in monitoring the staff, control over the irregularities and reporting to the top management and show how it is useful in decision making. This paper is an attempt to highlights the role of information systems in Human Resource Management and show how it helps in taking management decisions related to management function especially for the top management.
Today, the world has undergone massive changes: the Internet bubble has come and gone, and emerging countries such as China and India have become prominent global users and providers of ICT equipment and services. Struggling to emerge from the financial crisis, developed economies are striving to return to higher levels of growth and competitiveness while fighting stubbornly high unemployment rates, especially among their youth. Both emerging and developed economies are focusing on innovation, competing globally for talent, resources, and market shares. Information flows and networks have spread across borders in ways that could not be imagined before the onset of the Internet, the global adoption of mobile telephony and social networks, and the rapid growth of broadband. Business models have been redefined, the workplace has been redesigned and entire functions of society (education, health, security, privacy) are being rethought. Apart from these HRIS has various advantages and the most crucial is the employee retention as employees as themselves crucial for the organizations; it is also ratified by all that an HRIS blunt the edge of staff attrition by providing HR officers with the information they need.
Commercial Bank of Ceylon PLC(HR Planning and Strategies Report)Md. Tanzirul Amin
Throughout the whole report, functions of Human Resource Management Dept. of Commercial Bank of Ceylon PLC have been discussed such as Organizational Culture, Recruitment, Selection Process, Training & Development, Performance evaluations and Benefits offered. How the HR Dept. helps the bank to achieve its strategic goals has also been discussed. In today’s world, to achieve a sustainable development, the bank should come out of its traditional HR Practices and undertake more flexible and beneficial steps to retain employees in the long-run; and also use SMART tools to define the standards, goals and positive growth of the whole organization and its stakeholders.
The Human Resource Department of Commercial Bank of Ceylon Ltd. is responsible for developing a competent workforce for the organization’s activities. To do so, it has a strong and organized structure divided into different units, which are individually responsible for recruitment, selection, and appointment, formulation of policies, publication of reports, conducting orientation, training, and appraisal, compensation of employees, eradication of injustice or violation of rights in the workplace etc
Through findings, it is recommended that the salary structure should be more competitive, gratuity for every performing year should be increased in order to motivate employees in long-term, retirement age should be increased from 57 to 59 like the other banks in the same industry, efficient manpower should be recruited to reduce work pressure.
Impact of Training on Employee Performance (Banking Sector Karachi)iosrjce
The purpose of this research is to determine factors that impact training in banks of Karachi and
how they affect employee performance. The study observe that how training needs establish, how effective the
training methods of banks and their influence of employee performance. Literature review revealed that training
is one of the key element that help employees to gain knowledge and confer motivation ad satisfaction. Training
enhance skills and abilities of employees. Through training employee learn teamwork and integrity. On the
other hand, it also contribute positively towards development of employee performance along with other factors.
The research conclusively find that training affects the performance of employees in banks of Karachi. This is
indicate by the training framework which is designed to achieve organization strategic goals. Data was
collected from Banks of Karachi. Random sampling technique is used by researcher to gather responses from
100 employees through questionnaire. Analysis is done by regression and correlation technique. The findings of
research have shown that the factors of training have positive impact on employee performance of banks of
Karachi.
A STUDY ON RECRUITMENT & SELECTION PROCESS AT INDO PUMPS PVT.LTD, NASHIK (MB...Avinash Labade
If any have Need Project Report please call +919011888598 and i will provide only Word File.
and
Project Cost is Rs 500/- Per Project
Send Me Payment Phone Pay or Google Pay
The roles and responsibilities of human resource in the current scenario has undergone with massive amount of change and its main focus is now on evolving such functional strategies that enable effective enforcement of major corporate strategies. Human resource management today work towards enhancing and facilitating the performance of workforce by designing a favorable work environment and offering maximum opportunities to employees to participate in organizational planning and decision making process (Chadwick, 2008). In the present era, all the major activities of human resource are directed towards development of efficient leaders and encourage employee motivation.
Human Resource Information System: A study on Telecommunication Industry of B...Masum Hussain
In today’s organizations Human Resource is considered as one of the key resources of business organizations. The transaction processing layer of information system (IS) in human resource function deals with routine activities like attendance recording and payroll calculations. The operational level activities also include maintaining the employee records which is used as a basis for strategic layers. With the growing importance of human resource management and increasing size of the organizations, maintenance of employee related data and generating appropriate reports are the crucial aspects of any organization. The Human Resource Information System (HRIS) is a collection of men, tools, procedures and software to perform various business tasks at various levels in the organization. Many organizations have separate MIS departments which are involved in maintaining records, performing transactions, report generations and consolidation of the important information which will be supplied to the various levels of the management. MIS has three basic levels: operational, middle management and top management where the information is passed from bottom to top. This report is an attempt to design an information system for Bangladesh telecommunication industry, which involves attendance capturing & recording system which will be used in monitoring the staff, control over the irregularities and reporting to the top management and show how it is useful in decision making. This paper is an attempt to highlights the role of information systems in Human Resource Management and show how it helps in taking management decisions related to management function especially for the top management.
Today, the world has undergone massive changes: the Internet bubble has come and gone, and emerging countries such as China and India have become prominent global users and providers of ICT equipment and services. Struggling to emerge from the financial crisis, developed economies are striving to return to higher levels of growth and competitiveness while fighting stubbornly high unemployment rates, especially among their youth. Both emerging and developed economies are focusing on innovation, competing globally for talent, resources, and market shares. Information flows and networks have spread across borders in ways that could not be imagined before the onset of the Internet, the global adoption of mobile telephony and social networks, and the rapid growth of broadband. Business models have been redefined, the workplace has been redesigned and entire functions of society (education, health, security, privacy) are being rethought. Apart from these HRIS has various advantages and the most crucial is the employee retention as employees as themselves crucial for the organizations; it is also ratified by all that an HRIS blunt the edge of staff attrition by providing HR officers with the information they need.
Commercial Bank of Ceylon PLC(HR Planning and Strategies Report)Md. Tanzirul Amin
Throughout the whole report, functions of Human Resource Management Dept. of Commercial Bank of Ceylon PLC have been discussed such as Organizational Culture, Recruitment, Selection Process, Training & Development, Performance evaluations and Benefits offered. How the HR Dept. helps the bank to achieve its strategic goals has also been discussed. In today’s world, to achieve a sustainable development, the bank should come out of its traditional HR Practices and undertake more flexible and beneficial steps to retain employees in the long-run; and also use SMART tools to define the standards, goals and positive growth of the whole organization and its stakeholders.
The Human Resource Department of Commercial Bank of Ceylon Ltd. is responsible for developing a competent workforce for the organization’s activities. To do so, it has a strong and organized structure divided into different units, which are individually responsible for recruitment, selection, and appointment, formulation of policies, publication of reports, conducting orientation, training, and appraisal, compensation of employees, eradication of injustice or violation of rights in the workplace etc
Through findings, it is recommended that the salary structure should be more competitive, gratuity for every performing year should be increased in order to motivate employees in long-term, retirement age should be increased from 57 to 59 like the other banks in the same industry, efficient manpower should be recruited to reduce work pressure.
Impact of Training on Employee Performance (Banking Sector Karachi)iosrjce
The purpose of this research is to determine factors that impact training in banks of Karachi and
how they affect employee performance. The study observe that how training needs establish, how effective the
training methods of banks and their influence of employee performance. Literature review revealed that training
is one of the key element that help employees to gain knowledge and confer motivation ad satisfaction. Training
enhance skills and abilities of employees. Through training employee learn teamwork and integrity. On the
other hand, it also contribute positively towards development of employee performance along with other factors.
The research conclusively find that training affects the performance of employees in banks of Karachi. This is
indicate by the training framework which is designed to achieve organization strategic goals. Data was
collected from Banks of Karachi. Random sampling technique is used by researcher to gather responses from
100 employees through questionnaire. Analysis is done by regression and correlation technique. The findings of
research have shown that the factors of training have positive impact on employee performance of banks of
Karachi.
In this file, you can ref useful information about what is a performance appraisal system such as what is a performance appraisal system methods, what is a performance appraisal system tips, what is a performance appraisal system forms, what is a performance appraisal system phrases … If you need more assistant for what is a performance appraisal system, please leave your comment at the end of file.
In this file, you can ref useful information about sales performance appraisal such as sales performance appraisal methods, sales performance appraisal tips, sales performance appraisal forms, sales performance appraisal phrases … If you need more assistant for sales performance appraisal, please leave your comment at the end of file.
NewAge BIOTECH, Inc. was formed in XXXX to develop, market, and license its patented zinc peptide technology. The company has seen total revenue grow from $2.7 million in XXXX to an estimated $11.1 million in 200B. Although NewAge BIOTECH experienced a net loss of $4.5 million in XXXX, profit of $500,000 is projected in 200B. In 200A, the company’s revenue grew by 40 percent to $6.6 million from $4.7 million the prior year, while operating expenses increased by only 6.7 percent to $7.45 million from $6.98 million. Overall, the company is approaching profitability, and the zinc peptide technology is proving to be a significant platform from which to launch additional product lines.
In this file, you can ref useful information about sample performance appraisal report such as sample performance appraisal report methods, sample performance appraisal report tips
(APP203) How Sumo Logic and Anki Build Highly Resilient Services on AWS to Ma...Amazon Web Services
In just two years, Sumo Logic's multitenant log analytics service has scaled to query over 10 trillion more logs each day. Christian, Sumo Logic's cofounder and CTO shares the three most important lessons he has learned in building such a massive service on AWS. Ben Whaley is an AWS Community Hero who works for Anki as an AWS cloud architect. Ben uses hundreds of millions of logs to troubleshoot and improve Anki Drive, the coolest battle robot racing game on the planet. This is an ideal session for cloud architects constantly looking to improve scalability and application performance on AWS.
Sponsored by Sumo Logic.
Cultural Intelligence PowerPoint Presentation Slides SlideTeam
Are you in search of finding the right resources for cultural intelligence Presentation? Well if yes then our cultural intelligence PowerPoint deck is beneficial for you. This deck of 24 creative and innovative slides has been designed for the business industry requirements. When you start working you have to meet people from different cultures and work with them to achieve both professional and personal goals. Like we measure IQ (Intelligence Quotient) to judge human intelligence, cultural quotient or intelligence is used to measure the professional approach of an individual. Most leading corporate firms are asked to create presentation on this topic but they have no idea as where to start and what all should they include in it. Spending hours on research and then show them in a professional way takes a lot out of you. Our Presentation Deck saves all that as it has been designed with all the necessary information that you want to include in your slides. Download this cultural intelligence PPT deck to present the concept. Our Cultural Intelligence PowerPoint Presentation Slides help find their favor. You will extract the best deal.
Gap Analysis Powerpoint Presentation SlidesSlideTeam
"You can download this product from SlideTeam.net"
Assess your organizational present and future state using content-ready Gap Analysis PowerPoint Presentation Slides. Gap evaluation can be used by project managers and process improvement teams to ensure that the business requirements are being met. It also helps in allocating the resources. Use ready-made gap analysis PPT templates to collect data on performance levels. Compare company’s goals against its current state and create a plan that showcases specific steps to fill the gaps between current and future state. Bridge the gap and reach your business objectives with the help of need analysis PowerPoint presentation slideshow. This deck is completely customizable. Edit color, text, icon and font size as per your need. Add your content and conduct gap analysis. Evaluate SWOT analysis and figure out the type of gap. Take necessary steps based on the type of gap to improve organizational performance. Grab this professionally designed ready-to-use gap analysis PPT slides to bridge the gap between current and future state. Highlight common interests with our Gap Analysis Powerpoint Presentation Slides. Establish connections that bind everyone. https://bit.ly/3pE3RWt
Gap Analysis PowerPoint Presentation Slides SlideTeam
Assess your organizational present and future state using content-ready Gap Analysis PowerPoint Presentation Slides. Gap evaluation can be used by project managers and process improvement teams to ensure that the business requirements are being met. It also helps in allocating the resources. Use ready-made gap analysis PPT templates to collect data on performance levels. Compare company’s goals against its current state and create a plan that showcases specific steps to fill the gaps between current and future state. Bridge the gap and reach your business objectives with the help of need analysis PowerPoint presentation slideshow. This deck is completely customizable. Edit color, text, icon and font size as per your need. Add your content and conduct gap analysis. Evaluate SWOT analysis and figure out the type of gap. Take necessary steps based on the type of gap to improve organizational performance. Grab this professionally designed ready-to-use gap analysis PPT slides to bridge the gap between current and future state. Highlight common interests with our Gap Analysis PowerPoint Presentation Slides. Establish connections that bind everyone.
AWS Simple Workflow: Distributed Out of the Box! - Morning@LohikaSerhiy Batyuk
Do you have a lot of complex jobs that you need to run as part of your application? Do they consist of multiple tasks and you wonder how to orchestrate them properly? Do you want to be able to easily scale their execution? Is availability of your workers important to you? If you answer “Yes” to these questions then AWS Simple Workflow is the right tool for you.
In this talk we will go through Amazon SWF and Java Flow Framework and you will see how to get a distributed job execution engine right out of the box. We will also compare SWF to alternative solutions, discuss real life experience, and of course enjoy a live demo.
The talk will be most useful to everyone who is interested in the design of distributed systems and is new to AWS SWF.
Transformative Solutions: The Impact of a Certified Salesforce Development Se...Daisy Kaur
Businesses evolve, and Salesforce development services are geared towards scalability. Whether a startup or an enterprise, these services are crafted to grow with the business, accommodating increased data, users, and complexities without compromising performance.
This is a sample of the website audit reports that my company, S3 Optimization provides. Because of all the recent changes within Google, we're offering these for free (a $500 value) to business owners who are serious about their rankings and being compliant with Google.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Performance Appraisal of Square Pharmaceutical ltd
1. serv iceq uality dime nt ionofte le talkby saagoorse rvi cequality dimentio
noftelet alkbysaagoorse rv ice q uality diment ionoftelet alkby saagoorse
rviceq uality dime nt ionoftelet alkby saagoorse rvice q uality dime nt iono
ftele talkby saagoorse rviceq uality dime nt ionofte let alkb ysaagoorse rv i
cequality dime nt ionofte letalkby saagoorse rv iceq u ality dime nt ionofte
letalkb ysaagoorse rvice q uality dime nt ionoftelet alkby saagoorse rvice
qualitydime nt ionofte let alkb ysaagoorse rv iceq uality dime ntionofte le
talkb ysaagoorse rv iceq uality dimentionofte le talkby saagoorse rviceq u
alitydime ntionoftelet alkbysaagoorse rv ice q ualit y diment ionoftelet al
kby saagoorserv iceq uality dime nt ionoftelet alkby saagoorse rvice q uali
tydimentionofte le talkby saagoorse rviceq uality dime nt ionofte let alkb
ERFORMANCE
ysaagoorservicequalitydimentionofteletalkbysaagoorservicequality
PPRAISAL
dimentionofte let alkby saagoorse rv iceq uality dim e ntionoftelet alkbys
aagoorse rvice q uality diment ionoftelet alkby saagoorserv iceq uality di
mentionofte let alkby saagoorse rvice q uality dime nt ionoftelet alkby saa
OF
goorservicequality dimentionofte let alkby saagoorse rviceq ualit y dime
ntionoftelet alkby saagoorserv iceq uality dime nt i onoftelet alkby saago
orservice q uality dime nt ionoftelet alkby saagoorse rvice q uality diment
ionoft elet alkb ysaagoorse rv iceq uality dime ntionofte let alkby saagoor
serv iceq ualitydime nt ionofte le talkby saagoorse rvicequality dimentio
noftelet alkbysaagoorse rv ice q uality diment ionof telet alkbysaagoorse
rviceq uality dime nt ionoftelet alkby saagoorse rvice q uality dime nt iono
ftele talkby saagoorse rviceq uality dime nt ionofte let alkb ysaagoorse rv i
cequality dime nt ionofte letalkby saagoorse rv iceq uality dime nt ionofte
letalkb ysaagoorse rvice q uality dime nt ionoftele t alkby saagoorse rvice
qualitydime nt ionofte let alkb ysaagoorse rv iceq uality dime ntionofte le
talkb ysaagoorse rv iceq uality dimentionofte le talkby saagoorse rviceq u
alitydime ntionoftelet alkbysaagoorse rv ice q uality diment ionoftelet al
kby saagoorserv iceq uality dime nt ionoftelet alk by saagoorse rvice q uali
tydimentionofte le talkby saagoorse rviceq uality dime nt ionofte let alkb
ysaagoorse rviceq ualit y dime nt ionofte letalkby saagoorse rv iceq uality
dimentionofte let alkby saagoorse rv iceq uality dime ntionoftelet alkbys
aagoorse rvice q uality diment ionoftelet alkby sa agoorserv iceq uality di
mentionofte let alkby saagoorse rvice q uality dime nt ionoftelet alkby saa
goorservicequality dimentionofte let alkby saagoorse rviceq ualit y dime
ntionoftelet alkby saagoorserv iceq uality dime nt ionoftelet alkby saago
orservicequalitydimentionofteletalkbysaagoo rservicequalitydiment
ionoft elet alkb ysaagoorse rv iceq uality dime ntionofte let alkby saagoor
serv iceq ualitydime nt ionofte le talkby saagoorse rvicequality dimentio
REPORT
P
A
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
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