Internship Report On Human Resource Practice OF Square Pharmaceuticals LTD

INTERNSHIP REPORT ON
HUMAN RESOURCE PRACTICE

OF
SQUARE PHARMACEUTICALS LTD.
© Daffodil International University i

© Daffodil International University ii
SUPERVISED BY,
Repon Miah
Senior Lecturer
Department Of Business Administration
Faculty Of Business And Entrepreneurship
Daffodil International University
SUBMITTED BY,
Salvi Safa
Id: 171-11-446
Program: BBA
Major: Human Resource Management
Date Of Submission: 04.10.2020
© Daffodil International University iii

LETTER OF TRANSMITTAL
July23, 2020
Md. Repon Miah
Senior lecturer
Faculty of business and entrepreneurship
Daffodil international university
Subject: Submission of internship report on “Human resource practice of square

pharmaceuticals ltd.
With due respect, I am archiving my internship report entitled " Human Resource Practice of
Square Pharmaceuticals Ltd." in perspective on my three months' internship length. This
archive has been submitted as an imperative essential of the bachelor of business
administration.
I have watched the investigate be genuinely empowering, supportive and canny. I've
attempted my stage quality to set up an amazing and tenable report. I am believing you'll
discover this report the significance of the majority of the work I've put in it. I welcome your
entire question and contribute heavily to answer them.
With all best wishes,
Salvi Safa
ID:171-11-446
Program: BBA
© Daffodil International University iv

ACKNOWLEDGEMENT
At the initiating of this report, I might want to explicitly my most profound appreciation to
the Almighty. For investing me with the possibility to entire such an enormous test of setting
up this report as delineated. After fruitful finishing of the BBA Program, an understudy is
required to present an Internship record dependent on a picked theme. In association with
this, my theme for the Internship report has been carefully and appropriately picked as
"square pharmaceuticals ltd."
Before continuing further, I might want to thank those individuals without whose help and
guidance it used to be almost inconceivable for me to finish this report. It would be my
respect to convey my restrictive gratitude to my Honorable Supervisor Md. Repon Miah,
Senior Instructor, Faculty of business and entrepreneurship, Daffodil international university,
for his predictable supervision, moral help, valuable direction & accommodating
suggestion during the readiness of this report.
My warmest thanks go to “square prescription drugs ltd. “where I have carried out my
internship program.
I am additionally grateful to some other person for being so cooperative to me and for no
longer being struckthrough my enthusiasm. At last, I can say my supervisor assists me a lot
and provide a massive time that has enabled me to make the first-rate use of my time and
accordingly enriched myself with a ride that well worth greater in the upcoming future.
© Daffodil International University v

EXECUTIVE SUMMARY
As a student of BBA, analyzing today's business world is very crucial to observe in this
complex situation. It is necessary to go through all fields of knowledge. Before passing four
years of BBA program, I have been given an Internship program to have practiceal
knowledge in business life as a part of my academic program. In this report, I had tried to
focus on both theoretical and practiceal knowledge regarding HRM practices. My project
topic is HR Practices of square pharmaceuticals ltd.” This report traces some key issues
encompassing the field of human asset practice in Independent Television Ltd. The study has
been led dependent on the Human Resources action of this square pharmaceuticals ltd. In HR
writing, different models and approaches attempt to exhibit how a key way to deal with HR
can be converted into a lot of rational HR procedures and practices. Square pharmaceuticals
ltd. has presented a well-off HR practice that makes the association’s in house action simpler
and bother free for the representative. Therefore, the aftereffects of this study give
constructive data, where we see that HR rehearses are "individuals situated", formalized, and
lined up with broadened techniques. In any case, fair and square of the different nearby
organizations (not handled in this review), HR techniques defined on a focal level may be
inaccessible from the genuine HR procedures and practices in square pharmaceuticals ltd. All
the Decisions are taken at the high level with some interest from the lower levels
demonstrating that they do appreciate the value of Group dynamic. Be that as it may, the
objective setting is a technique devoted to just the top administration. I have attempted to
follow the correct strategy for setting up this report, which is critical to discover reality,
which is holed up behind the window ornament. In this report, the exertion has been given to
uncover about association's framework and methodology bit by bit. Before reaching any
inference dependent on this report it might be noticed that the report was set up in a present
moment and information is absent. Yet at the same time, the report might help plan any
further study.
© Daffodil International University vi

TABLE OF CONTENT
CHAPTER NO PARTICULARS PAGE NO

CHAPTER - 1 Introduction 01-02
Origin Of The Report 02-03
Objective Of The Report 03
Background Of The Study 03
Methodology 03-04
Sources Of Data Collection 04
Scope Of The Research 04
Limitations Of The Research 05
CHAPTER - 2 Company Overview 06-07
Square Pharmaceuticals Ltd.At A Glance 08
Board Of Directors 08
Vision 09
Mission 09
Objective 09
Corporate Focus 10
Business Slogan 10
Strategy Of Square Pharmaceuticals Limited 10
CHAPTER - 3 Human Resource Management 11-13
Importance Of Human Resource Management 13-14
Functions Of Human Resource Management 14-15
Job Analysis & Design 16
CHAPTER - 4 Human Resource Of Square Pharmaceuticals Ltd 17-18
Recruitment And Selection Process 19
Steps Of Recruitment And Selection Process 19-21
Training And Employee Development Program 22-23
Employee Compensation 23-24
Health And Safety 24-25
Performance Management 25-27
Performance Management Process In Spl 28-29
CHAPTER - 5 Swot Analysis 30-31
Strengths 31
Weakness 32
Opportunity 32
Threats 32
CHAPTER - 6 Findings, Recommendation, And Conclusion 33
Findings 34-35
Recommendation 35-36
Conclusion 36
CHAPTER - 7 References 37-39
© Daffodil International University vii

CHAPTER - 1
INTRODUCTION
INTRODUCTION
©Daffodil International University 1

Internships are significant on the grounds that they generously increment the possibility of
graduates discovering business. To a business, an up-and-comer who has invested energy
working for a firm inside a specific industry shows commitment to a specific vocation,
excitement for a specific activity, and significantly, has understanding. Internships will give
understanding to check whether a specific industry or profession is the correct decision for
you. By doing a few distinct sorts of internships, understudies can analyze diverse vocation
fields and better comprehend where their aptitudes and interests are most appropriate. For
instance, on the off chance that you are a business major and keen on promoting and
publicizing, you should get an entry level position in both of these territories to discover
progressively about every one and find out about the obligations and duties of each activity.
Human resources management is so important to organizations because there are many
objectives of this department that can drastically improve or negatively affect the
organization. One major objective of human resources management is to drive productivity
by ensuring competent employees are hired and remain up to date with training initiatives.
Another major objective of human resources management and why it’s so important to an
organization is that it builds coordination between organizational departments.
Without proper human resources management at your organization, your departments will
have a hard time working together which will cause your business to suffer. More important
objectives of human resources management are ensuring employee satisfaction, staying up to
date with societal and ethical models, and maintaining a healthy work culture, as well as a
healthy work-life balance for employees.
ORIGIN OF THE REPORT

I have amassed and plan this report based on my four months of study and take experience
under the oversight of Md. Ripon Miah, Senior Lecturer, Faculty of Business and
Entrepreneurship, and Daffodil International University. Some information collected from
the website, and magazines, and other sources. Some information collect from privately and
other personal sources. The report created very systematically.
This report is commonly transcendent for me and my work since this is my brief occupation
report. Also, the pervasiveness varies effort I had joined here. The report has been set up as
the standard. I have amassed and plan this report based on my four months of study and take
experience under the oversight of Md. Ripon Miah, Senior Lecturer, Faculty of Business and

Entrepreneurship, and Daffodil International University. And my topic is ''HR practices of
square pharmaceuticals ltd.
OBJECTIVES OF THE REPORT

There are some objectives
 To have an understanding of manpower planning.

 To have an understanding of the selection and recruitment process
 To identify the employee training and development process
 To analyze the performance management system
 To find out the Employee Benefit and Facility.
 To make a recommendation for the problems.
BACKGROUND OF THE STUDY

There is no weakness in the fast-moving universe of work. Until then, as a significant part of
the relationship, HRM must be equipped to deal with the effects of the changing universe of
work. For them, understanding the consequences of this globalization, progress change,
workforce sorting, changes in fitness requirements, continuous improvement practice,
dazzling workforce, decentralized workspace, and agent affiliation are the best ways to help
HRM in the shortest possible time. This is an important test. It is an unprecedented effort to
start watching and preparing for them. Deciding to pull understandable competitors and
picking the best person on time is a test. The cost required for enrollment. Along this line, the
actual orchestrating and the details of those activities are the efforts that need more focus and
improvement. Equal potential and sourcing are similarly a fundamental part. Realizing this
need, we have sought to find merits and similarities in the approximate approach with the
progress taken by the association. We have taken the initiative to showcase the material for
further improvement.
METHODOLOGY
 Selection of the Topic:The topic was chosen by my respectable administrator and it

was completely talked about with him and Create an all-around organized report can
be prepared.

 Research Design:Analyzing the data, information, and HR practices of the square
organization and its appropriate ramifications or implication of workforce arranging
of square pharmaceuticals ltd.
 Data Used in the research:The report has been making based on Primary Sources
and the secondary sources of data collection. Model: Some officers of square
pharmaceuticals ltd, sites, papers, yearly reports, diaries, and so on.
SOURCES OF DATA COLLECTION

There are two types of data collection:
 Primary Sources.
 Secondary Sources.
Primary Sources
 Contract of the officer via mobile
Secondary Sources
 From square pharmaceuticals ltd. Websites
 Annual report
 Research paper, documents, Newspaper, web researches.
 The different document provided by the concerned officers.
SCOPE OF THE RESEARCH

This study helped in gaining knowledge and experience and also provided an opportunity to
study and understand the conventional recruitment and selection methods.
The main points of this study are:
 To study information about Square Pharmaceuticals Limited
 This research analyzes the recruitment and selection policies of the organization.
 Understand and analyze various HR issues including the recruitment process.
 Suggest any steps/recommendations improve the recruitment process.
 It extends to the whole organization. It covers corporate offices, sites, and jobs.
 This includes staff, employees, officers, junior management, middle management, and
senior management.

LIMITATIONS OF THE RESEARCH
The primary obstruction of the study is the combination of data. Since by far most of the data
is ordered. So they would favor not to reveal them. Also, I am not prepared to show any
structures which they use in the hour of joining or we use to update the films.

CHAPTER - 2
COMPANY OVERVIEW

COMPANY OVERVIEW
HISTORY OF SQUARE PHARMACEUTICALS LTD.

SQUARE today represents a name – a viewpoint. Regardless, its journey to advancement and
prospering has been a chaotic situation. From the birthplace in 1958, it has today flourished
into one of the top line blends in Bangladesh. Square Pharmaceuticals Ltd., the lead
association, is holding a strong organization position in the pharmaceutical business of
Bangladesh since 1985 and is right now an end course to transforming into a first-class
overall player.
SQUARE Pharmaceuticals Limited is the greatest pharmaceutical association in Bangladesh

and it has been unendingly in the principal circumstance among all national and worldwide
associations since 1985. It was developed in 1958, changed over into an open limited
association in 1991, and recorded with stock exchanges 1995. The turnover of Square Pharma
was BDT 50.87 Billion (US$ 609.18 million) with about 16.95% bit of the pie having an
improvement pace of about 10.85% (July 2018–June 2019).
SQUARE Pharmaceuticals Limited has expanded its extent of administrations towards the
freeway of the overall market. It initiated passages of prescriptions from Bangladesh in 1987
and has been conveying hostile to contamination operators and other pharmaceutical things.

The current admission commercial spreads 42 countries. This increase in business and
administrations has demonstrated the legitimacy of Square Pharmaceuticals Limited.
SQUARE PHARMACEUTICALS LTD.AT A GLANCE
Name Square Pharmaceuticals Limited

Established 1958
Head office SQUARE Centre48, Mohakhali C/A
Dhaka 1212,Bangladesh.
The turnover BDT 50.87 Billion
Public limited company 1991
listed with stock exchanges 1995
Market share 16.95%

Export market covers 42 countries
BOARD OF DIRECTORS OF SQUARE PHARMACEUTICALS LTD
NAME Designation
Mr. Samuel S Chowdhury Chairman
Mrs. RatnaPatra Vice-Chairman
Mr. Tapan Chowdhury Managing Director
Mr. Anjan Chowdhury Director
Mr. Nazi Iqbal Harun Director
Syed Afzal Hasan Uddin Director
S. M. Rezaur Rahman Director
VISION AND MISSION

Vision
We consider business to be a path to the material and social success of the examiners,
delegates, and the overall population all over, inciting progressive expansion of wealth
through budgetary and great additions as a bit of the methodology of the human turn of
events.
Mission
Our Mission is to make and give quality and creative restorative administrations mitigation
for people, keep up unbendingly moral standards in business movement moreover ensuring
favorable position to the financial specialists, accomplices, and the overall population free as
a bird.
OBJECTIVE
Our objectives are to direct straightforward business tasks dependent on showcase systems
inside the legitimate and social structure with plans to achieve the mission reflected by our
vision.
CORPORATE FOCUS

Our vision, our mission, and our objectives are to underline the nature of the item, procedure,
and administrations prompting the development of the organization assimilated with great
administration rehearses.
BUSINESS SLOGAN
Square Pharmaceuticals Limited consistently maintains the decree, "committed to
trendsetting innovation'.
STRATEGY OF SQUARE PHARMACEUTICALS LIMITED.

The strategy is as critical as strategy definition since it illuminates the proficiency and
viability of the far-reaching plan in accomplishing the ideal outcomes. Assessment is the last
period of Strategic Management.
 Key Evaluation comprises of the accompanying advances:

 Fixing the benchmark of execution
 Estimation of execution
 Breaking down Variance
 Making Corrective Move
Square Pharma fixes the benchmark of execution and after a specific timeframe like quarterly
or yearly, they measure the presentation and make the restorative move and even go for the
examination if necessary. Once in awhile, they give motivations to their representative to
more noteworthy execution.

CHAPTER - 3
HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT
Human resource management (HRM) is the term used to describe the formal structure
considered for administration within an affiliate. The commitments of a human resources
chief fall into three important areas: staffing, salaries of delegates, and favorable conditions
and portrayal/arrangement of work. The motivation driven by HRM is to increase the
profitability of a relationship by smoothing out the adequacy of its representatives. Despite
the growing momentum in the business world, this request is probably not going to change
any direction.
As Edward L. Gubman observes in the Journal of Business Strategy, "The main goal of
human resources is always to acquire, develop and retain talent; to align the workforce with
business and to be an excellent contributor to the business. These three challenges will never
change."
Human resource management, therefore, focuses on several key areas:

 Recruitment and stuffing
 Compensation and profit
 Training and learning
 Labor and employee relations
 Organization development
IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

A tolerant HR division is basic for a specialist engineer, skilled and secure operators in
profitable work environments. Here is a portion of the fundamental ones:
 HR screen way of life. A few connections uncover that HR has a way of life,
nonetheless, on account of all other expert connections, we recommend that
proprietorship spreads overall specialists.
 The structures of HR administrators demand general ability. Related to other

directors, the HR official leads the course of progress, executes the board, arranges
developments, deals with the business methods, and deals with the leading body of
other forces. HR essentially can't do this and depends vigorously on the head and
office staff to actualize and aid the execution of the plans. In any case, new music and
persuading buys should be gathered under HR.
 HR is in danger of the overall inclination of powerful employees. At last, the HR will

be unable to do precisely that, anyway the forces that are progressively liable for
picking extra boss ought to be helped to utilize their boss. HRT must be readied,
booking help, a proficient use process, enlistment planning structure, productive
talking, choice confirmation, and it is a brief look at something greater
 Proposes to advance HR-based compensation rates and build up a general center

compensation plan.
 Gives direction to HR directors because of the determination furthest reaches of

compensation inside their alliance.

 HR searches offer and finishes master advantage programs to draw in and hold your
best operators. HR is liable for cost control and thought of different choices before
suggesting extra allotments.
 HR is liable for proposing and setting up systems for the individuals and affiliations
that further develop the accomplishment of the fundamental objectives of the
association. If your alliance adjusts the course, grows new topics, or pushes ahead
with important or objectives, HR must step up to the plate and activity of the laborers.
 HR ensures that the work environment is practiceal, with the occasion, fun,
reasonableness, field outings, and collection building work in progress. Other
specialists design and execute exercises with or without HR, at the earliest
opportunity, the HR boss is for the most part in danger of directing budgetary
arrangements and regulating the collection of alarms.
 HR advocates for the benefit of operators who have issues or clashes with the board
and regulates aides and boss searching for an unexpectedly temperamental way to
deal with masterminding to work with a specialist. Just a single individual in every
individual regards one another, yet rather needs to fabricate a solid working
relationship with their obligations and abilities. HR can assist players with becoming
acquainted with and foresee essential work between publicists, mentors, and
supporters.
FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
 Recruitment/Hiring: Hiring is a system that brings a pool of arranged contenders who

can empower a relationship to achieve its goals and licenses management to pick the
right candidates from the given pool.
 Job Analysis and Design: Portraying the possibility of the action likeability, fitness,
and work experience required for a specific action position is another critical usable
endeavor. However, work setup joins portraying out endeavors, commitments, and
obligations into alone work unit to achieve certain destinations.

 Performance Appraisal: Checking and analyzing delegate execution is another huge
limit that human asset management needs to perform.
 Training and Development: This limit licenses delegates to get new capacities and
data to play out their movement effectively. Getting ready and progression also prepare
agents for increasingly huge level commitments.
 Salary Administration: The human Resource Department similarly chooses to pay

for different occupation types and joins compensations, helpers, prizes, benefits, and so
forward related to an occupation work.
 Employee Welfare: This limit manages different administrations, focal points, and
offices provided for a specialist to their flourishing.
 Support: Limiting laborer turnover and proceeding with best performing delegates
inside the affiliation is the key. Restricting ROI inside the HR office is moreover a key
goal for the Human resource administrative gathering.
 Work Relations: Work association regarding the workforce who work inside a
specialist's association. Laborers in such zone structure an affiliation/gathering to voice
their decisions sincerely to the higher administration.
 Personal Research: Exploration is a significant bit of human resources for the board.
It is performed to keep be careful with delegate decisions about wages, progressions,
work conditions, government help works out, activity, specialist satisfaction, and other
key issues.
 Personal Record: This limit incorporates recording, keeping up, and recouping
specialist related data including business history, work hours, getting history, and so
on.

JOB ANALYSIS & DESIGN
There are two types of job analysis and design process.
 Job Description.
 Job Specification.
Job Description:A typical arrangement of commitments is an inside report that conveys the
principal business necessities, work responsibilities, work commitments, and limits required
to play out a particular movement. A powerful no-fuss expected arrangement of obligations
will cover how achievement is assessed in the action so it may be utilized during execution
examinations.
Job Specification:Otherwise called delegate decisions, work detail is a made explanation out
of instructive limits, express characteristics, level of understanding, physical, energized,
specific, and social limits required to play out a business, commitments associated with the
occupation, and other surprising undeniable requesting. It is like way joins general thriving,
mental success, data, inclination, memory, judgment, authority aptitudes, energetic breaking
point, adaptability, flexibility, attributes and morals, affinities and inventive brain, and so on.

CHAPTER - 4
HUMAN RESOURCE OF SQUARE
PHARMACEUTICALS LTD

HUMAN RESOURCE OF SQUARE
PHARMACEUTICALS LTD
Square, with its dynamic business outlook, embraces and rehearses a culture of corporate
work with an exemplary mix of productivity and quality. The organization keeps stock in
development by expanding the efficiency level of Square workers and providing amazing
conditions for it and supporting for qualifications and information-up-degrees. The skill of
square qualities as an uncontrollable commitment to human resources. Important human
resource development programs are the lifeblood to reach the pinnacle of Square HR's
success. The advancement of clear and unambiguous information and investigative support
assumes a vital role in guaranteeing Square’s market notoriety as the most trusted and
straightforward company and it raises the inspiration level of HRs who are the real
beneficiaries and proprietors of its employment. At Square, HRD represents a special blend
of professionalism to share the same pressures and accomplishments with a family where
each part has deep concern, feeling, and pride for their organization Square. HR Strategic
Guarantees work to create and implement HR Strategy Rules to guarantee uninterrupted
activity and controlling interest to achieve authoritative goals as well as to satisfy worker
needs. HR has continued a successful approach to managing labor organizations and yet, no
movement has been recorded as a competition. The faculties working here are treating Square
as if it were their own family. The connection of a representative business is agreed upon and
consistently justified.

RECRUITMENT AND SELECTION PROCESS
The methods of the recruitment and choice procedure in Square pharmaceuticals limited are
commonly determined by a longing to be reasonable. Be that as it may, there may at times
should be a superior equalization of reasonableness and working a fast and compelling
procedure. Cautious thought of approaches and techniques may recognize pointlessly
bureaucratic practices.
Every year Square pharmaceuticals limited enlist over 100 quantities of Medical Promotion
Officer (MPO) those are for the most part picked for hands-on work. From the earliest
starting point to end Square pharmaceuticals limited follow an efficient methodology which
drives them to recruit successful individuals.
STEPS OF RECRUITMENT AND SELECTION PROCESS

Each element of recruitment and selection has a contribution to make in helping to find the
most suitable candidates for any given post. Recruitment and selection process of Square
pharmaceuticals limited are stated below:

 Employee Budget: Every department of square pharmaceuticals limited prepares a
budget of employees according to the requirements in their department. It may be at
the beginning of the year or when the vacancy is created or someone leaves one’s job.
Square pharmaceuticals limited hire around 400 employees for Medical promotion
officer positions each year. The budget depends on the number of manpower
requisition.
 Requisition: After making the employee budget, they give a requisition to the human
resource department mentoring a specific number of employees they needed.
Moreover, job descriptions, job specifications, and other requirements are mentioned
here. The requisition must be approved by the top management of Square
pharmaceuticals limited.
 Attracting Candidates: Then they try to attract suitable applicants for this position.
There are two sources of recruitment: Internal recruitment and External recruitment.
 Advertisement: The means they use to attract the candidates are:

Newspaper.
Their website.
Recruitment agencies/ job sites.
Then they start collecting CVs from the applicants. Candidates get 10 days to apply
for the post.
 Screening Applications: From here recruitment process ends and the selection
process starts. Most of the candidates are rejected in the initial screening time because
of inferior quality. The purpose of the screening process is to narrow down the field
so that they can spend more time with each candidate for Formal interviews.
 Written Test: They mastermind a written (in 100) to get quality understudies from
different private and state-financed schools. Among them who get a large portion of a
number are picked for interviews.

 Interviewing Candidates: After the composed test, each passed candidate gets an
opportunity to partake in a meeting. They help the candidates to be completely
arranged for the meeting:
By guaranteeing satisfactory notification of the date and time for the meeting.
By ensuring the candidates how to get to their premises.
By ensuring them where to go and who to contract upon arrival.
By ensuring them of any information, documents, etc., they would bring with them to
the interview.
 Selecting the suitable candidates for the organization: They prepare a job
description and employee profile at the outset of the recruitment process. These are
then the criteria against which they measure each candidate. They prepare a simple
assessment form incorporating these criteria. During each interview, they take only
brief notes on candidate responses. After completing all the interviews, they compare
the assessment forms to identify the most suitable candidate. Then they select the
most suitable candidates for the organization.
 Job offer: Finally, the job is offered to the selected candidates and is introduced with
the organization's policies. Moreover, a negotiation of is occurred and asked the
candidate whether he is agreed with the terms and conditions of the organization and
the offered salary if so then is told to join as early as possible. They tell the candidate
that they would like to offer them the role and congratulate them. They tell them the
remuneration package that is being offered.
 Appointment: If the employee is physically fit and agreed with all the terms and
conditions, then they send a written letter of offer an introductory package to the
applicants. The candidate is appointed finally.

TRAINING AND EMPLOYEE DEVELOPMENT PROGRAM
Training and Development empower agents to update their capacities, keep them revived
with late changes. Square pharmaceuticals limited stretch out to both on-the-business
opportunity and off-the-work at both theoretical and handy training openings through the
extent of Local, Regional, and International Training programs that join both valuable and
regulatory levels dependent on Training Need Assessment.
 Management development training: Round the year, management development

training is composed of directors and officials at their Corporate Headquarters, Dhaka
Unit, and Pabna Unit. Their own gifted and experienced individuals from home and
abroad lead the training meeting. They similarly send their laborers to famous close
by training foundations for specific training.

 Overseas Training: They send their laborers to another nation for training programs
dependent upon the availability of fitting focuses. Specific individuals of their
creation lines go to the Factory Assessment Test (FAT) in various bits of the world
for smooth action of gear.
 Field forces training and development: Each year, a basic number of field forces
absolute their acknowledgment training task and joined to their markets and appear at
evaluation reliably for further development.
 Field forces supplemental class: For invigorating thing data and selling capacities of
field forces, the Refresher Course is composed of four special districts conflictingly.
 Region Manager training: Twice reliably, mid-level administrators of arrangements

look into training named Sales Territory Management constantly.
 Distribution: Every year different Distribution Assistants (DA), Data Entry

Operators (DEO) go under selection training programs following starting enlistment.
Consistently, the Refresher course for DA, Driver, and Packers are sifted through in
two remarkable distribution centers for invigorating their understanding.
EMPLOYEE COMPENSATION
Employee compensation alludes to all types of pay or rewards going to employees and
emerging from their business. It has two fundamental components:
 Direct financial Payments: Compensation, pay, motivating force, commission, and

reward. There are two different ways to pay directly:
 Time-sensitive pay: Every day, hourly, week by week, fortnightly or month to month
wages and compensations.
 Performance-based pay: Ties remuneration directly to the measure of an item the

laborer produces.

 Direct payments: Financial benefits like manager paid protection and excursions.
 Variables affecting the structure of the pay plan:
 Legitimate contemplations in remuneration.
 Association impacts on remuneration choices.
 Corporate arrangements and serious strategy.
 Strategy issues influencing the arrangement of an association.
 Benefits and Rewards Package: Indirect financial and non-financial payments

workers get for proceeding with their work with the organization. There are a few
sorts of benefits:
 Supplemental Pay Benefits.

 Protection Benefits .
 Excursions and Holidays.
 Wiped out Leave .
 Parental Leave and Family Leave .
 Clinical Leave .
 Retirement Benefits.
HEALTH AND SAFETY

The Safety, Health and Environment Policy of Square Pharmaceuticals Ltd are given below:
 Give and look after offices, plant, gear, framework, and working conditions that are
alright for our representatives, guests, temporary workers, and people in general
similar to practiceable.
 Give data, training, and management to empower all the exercises to be acted in a
protected, dependable, and successful way.
 Assess security, wellbeing, and natural and misfortune anticipation contemplations in
venture arranging and dynamic.
 Limit the effect of business exercises on the earth in which the activity is found.
 Shield all workers from presentation to any substance that is unsafe to wellbeing by
regulation and control measures.

 Secure all representatives to the extent practiceable from those exercises, which are
risky to wellbeing, by giving reasonable mechanical methods based on an evaluation
of the dangers.
 Evaluate and look to limit the chance for workers from off-side business-related
exercises.
 Keep up fitting crisis reaction techniques.
 Keep up and powerful word related wellbeing checking framework.
 Accomplish ceaseless improvement in its wellbeing, wellbeing, and condition
performances.
 Treat nearby security, wellbeing, and condition guidelines as the least standards.
PERFORMANCE MANAGEMENT
Performance examination is the cycle through which an organization gets data on how well a
representative is getting along their activity. The focal element of any performance evaluation
framework is the foundation of destinations against which any appraisal of the performance
of the individual is based. The flexibly chain branch of SPL conducts the performance
examination for all the representatives of the office. The HR office helps in this cycle. From
the start, the workers are given the chance of self-assessment. Later on, the workers are
assessed by their announcing chief, and the individual overseeing his chief. Along these lines
all the representatives including the AGM and EDA are assessed. The MD assesses the
EDA's performance. For this assessment reason, there is a particular performance
examination structure. At that point the AGM, EDA, and MD sit together to settle on choices
dependent on the worker assessment. On the off chance that any representative's performance
isn't agreeable, at that point they choose about how the performance of that worker can be
improved. On the off chance that any representative's performance is outstanding, at that
point he gets an advancement (Personal correspondence. 2006).
Sorts of Performance Management Methods:

There are endless methods which are remembered for the relative method however the most
important and most famous are:
 Straight ranking method.

 Grading method.

 Graphing rating method.
 Forced choice description method
 Forced distribution methods.
 Checklist method.
 Critical incident method.
 Free from an easy method.
 Straight Ranking Method: It is the most established and least difficult method of
performance evaluation, by which the man and his performance are considered as a
substance by the rater. No endeavored is to made to fractionalize the rate; the entire
man contrasted and the entire man; that is the ranking of a man in a work bunch is
done against that of another. The general situation of each man is tasted as far as his
mathematical rank.
 Grading method: Under this framework, the rater consider certain component and
imprints them as needs be to the scale, train classifications of worth are first settled
and deliberately characterized. The chose highlight might be analytical helpfulness,
trustworthiness, self-articulation, work information, initiative, and so on they might be
[[A-out standing B-awesome C-normal D-reasonable E-poor]]. These are utilized in
the determination of candidates by the open help commission.
 Graphing rating method: This is the most usually utilized method of performance
evaluation. Under it a printed structure one for every individual to be appraised. The
elements which are remembering for this method are worker qualities and
representative commitment. In worker qualities are incorporated are administration,
mentality, energy, area imaginative capacity, analytical capacity, co-appointment. In
the representative commitment are incorporate the quantity and nature of work, the
obligation accepted, explicit objective accomplished, consistency of attendance.
These characteristics at that point assessed on constant scale where in the fairly place
an imprint some place along a continuum.
 Forced Choice Description Method: It endeavors to address a rater propensity to

give reliably high or low rating to all the representatives under this method the rating
components are a few arrangements of pair expressions or descriptor identifying with

work capability and individual capability the accompanying proclamation are
illustrative of the sort of explanation that are utilized. Organize the function admirably
Lacks the capacity to cause individuals to feel quiet. Has a cool even demeanor Is
reliable and cautious. Is a diligent employee and co-usable.
 Forced Distribution Method: This framework is utilized to dispose of or limit rater's

inclination so all the staff may not be set at the better quality or lower end of the scale.
It requires the rater to advise a representative as per a foreordained distribution scale
under this framework it is performance and promotion capacity. For this reason a five
point performance scale is utilized with no elucidating articulation. Representatives
are set between the two outrageous fortunate or unfortunate work performances. For
ex 10% given to outstanding, 20% given to great and 40% given to agreeable.
 Checklist Method: Under this method, the rater doesn't assess representative
performance; he supplies a report about it and the last rating is finished by the faculty
division. A progression of inquiries are introduced concerning a worker to his
conduct. The rater then checks to demonstrate if the answer to an inquiry regarding a
worker is positive or negative. The estimation of each question might be weighted
similarly or certain inquiries might be weighted more intensely than others.
Model Is the representative truly inspired by the activity? Indeed/No
 Critical Incident Method: The embodiment of this framework is that it endeavors to

quantify laborers' performance regarding certain occasions and scenes that happen in
the performance rates work. These occasions are known as a critical incident method.
The manager keeps a put down account of the occasion that can without much of a
stretch be reviewed and utilized at the hour of performance evaluation.
 Free Essay Method: Under this method, the boss makes a free structure, open-
finished examination of a worker in his own words, and puts down its impression
about the representative. He observes these elements, Relation with individual chief,
General organization and planning capacity, Job information and potential, Employee
attributes and mentality, Production, quality, and cost control, Physical condition, and
Development needs.

PERFORMANCE MANAGEMENT PROCESS IN SPL
The flexibly chain division of SPL conducts the performance examination for all the
representatives of the office. The HR division helps in this cycle. From the start, the
representatives are given the chance of self-assessment. Later on, the representatives are
assessed by their revealing chief, and the individual directing his chief. Consequently all the
workers including the AGM and EDA are assessed. The MD assesses the EDA's
performance. For this assessment reason, there is a particular performance examination
structure. At that point the AGM, EDA, and MD sit together to settle on choices dependent
on the worker assessment. In the event that any worker's performance isn't agreeable, at that
point they choose about how the performance of that representative can be improved. On the
off chance that any worker's performance is outstanding, at that point he gets an
advancement.
 Prize and compensation system:The prize arrangement of an organization

incorporates anything that a worker may esteem and want and that the business is
capable or ready to offer in exchange for representative commitments. The prize
framework comprises of remuneration and non-pay framework. Remuneration alludes
to all types of financial returns and tangible administrations and advantages workers
get as a major aspect of a business relationship.
 Pay structure: Pay structure is the general compensation of various positions (work
structure) and the amount they are paid. The compensation structure for the workers
of the flexibly chain branch of SPL is appeared: Basic Salary + Home Rent +
Transport + Medical Allowance
 Suggestion: As Square Pharmaceutical Ltd. is one of the main public companies in

Bangladesh its human asset approaches are significantly more able and efficient than
any other organization of Bangladesh. Indeed, even many Multinational companies

are falling behind in the means of human asset rehearses than Square Pharmaceutical
Ltd. those are rivaling the referenced company. The preparation cycle of Square
Pharmaceutical Ltd. is generally spread to satisfy representatives' should be more
serious. Each degree of workers is encouraged with the preparation and advancement
projects of Square. 24 Employees are prepared both hands on preparing alongside off
the Job Training. Both inward and outer mentors are accessible to prepare
representatives in the organization. The extraordinary component of its improvement
cycle is that it gives allowances as indicated by the company rules to the
representatives when they are going for outside preparing. However, the lacking of
Square Pharmaceutical Ltd. advancement framework is that it doesn't have any
Training Institute of its own. Square Pharmaceutical Ltd. has the basic help to set up a
preparation organization to fabricate its representatives as it requires. In the
determination cycle of Square, it doesn't have any physical assessment of the chose
representatives. There is no predetermined cycle of the Background Investigation of
the chose representatives. It is suggested that it ought to embrace these means
additionally in the choice cycle which will assist them with having more able workers
in the organization. Pay and advantage programs are standard enough in Bangladesh
to hold representatives in the organization yet as Square Pharmaceutical Ltd. is a
company which is contending with many worldwide companies so it ought to build up
a pay

CHAPTER - 5
SWOT ANALYSIS

SWOT ANALYSIS
Here is a swot analysis of square pharmaceuticals ltd.
STRENGTHS
 Highly experienced executives.

 Good reputation with a strong brand image.
 Skilled and experienced staff members.
 Large customer base.
 Product development capabilities.

 Resources (land & labor) are available in Bangladesh.
 The capability of inventing medicine benchmarks.
 Visible presence in the market.
 Strong regulatory team.
 Lower employee mobility.
WEAKNESS
 Non- availability of modern tech.

 Time- consuming decision – making process.
 Wrong method of collecting resources and inventory management.
 Low profitability and profit growth.
OPPORTUNITY
 Intensive government support.

 In the growth phase of the industrial life cycle.
 Financing backups from financial institutions.
 Other sources of income - Foreign exchange benefits from reputed foreign banks can
increase their income.
 Discover new products.
 Gain market share from existing competitors by providing a new innovative product.
 In the world market.
THREATS
 Currency devaluation.
 Growing competitors in the pharmaceutical industries.
 Innovative products offered by other companies.
 Inadequate power supply.
 Price hike of raw materials (inflation).

 Inadequate supply of power.
CHAPTER - 6
FINDINGS, RECOMMENDATION AND
CONCLUSION

FINDINGS, RECOMMENDATION AND
CONCLUSION
FINDINGS
SPL is one of the successful companies that not only manage their business activities to make
money but also puts enough emphasis on building a satisfactory stakeholder.
Most employees are highly motivated and satisfied to work with their seniors and
subordinates. However, management must be more concerned with dealing with employee
complaints to avoid any mismanagement.
Here is some problem in SPL that I can found.Those problems are given below:
 SPL MPO appoints undergraduates as well as postgraduates. However, the SPL

should emphasize this because the recruitment criteria may discourage potential fresh
graduates from applying for the position, and hence the SPL may fail to attract any
meritorious candidate.
 SPL does not have enough employee in hr department. This is a big issue in hr
department for every company. Sometimes they face many problem. Sometimes they
cannot deal with the big problem easily.
 Total recruitment and selection procedure is very tough and lengthly process. This
process takes long time. And here is some unnecessary bureaucratic rules and process
that takes long time. It affects the whole recruitment and selection procedure.

 HR often faces difficulties to accommodate trainee as there is not enough room to
conduct training session. That’s why new trainee face many problem. For the reason
of insufficient hall room or training room They cannot provide proper training in time.
For this reason it hampers employee development.
 Performance management system Not Explaining Clear Paths to Improvement. SPL’s

Supervisor cannot communicate with the employee properly, and cannot clear the
proper plan.
 Sometimes employee fall in Critical Illness. Square pharmaceuticals did not give any
kind of coverage. That time that employee face many problem.
RECOMMENDATION
SPL has a very wonderful and regular working technique. It is very difficult for me to
recommend SPL as an intern. Newly changed HR professionals face new responsibilities and.
But everything around us is changing at an accelerated rate. In the context of the rapidly
changing, dynamic global economy and the growing pressures of globalization, liberalization,
consolidation, and elimination, SQARA Pharmaceuticals has a strong recruitment and
selection policy and procedures that are sensitive to these changes. I got a few points to look
out for in the HR section to improve the SPL.
 SPL needs to encourage new graduates to start their institutional careers. The reason
behind hiring new graduates is that they can build their manpower based on the
culture of the organization by providing relevant training which helps SPL to build
productive manpower.
 Square Pharmaceuticals is a large company. Square HR should hire more staff

because they often have trouble working with large fields.
 Top management should simplify and speed up the overall recruitment and selection
process to overcome all the shortcomings of the current recruitment system and
ensure that managers reduce unnecessary bureaucratic rules and procedures.

 HR should ensure the availability of new training rooms or halls to conduct the
training smoothly or to create a suitable schedule for the training. If they manage the
training well, they can develop themselves properly. This time they give the best
performance for the company.
 In addition to meeting the expectations of the performance management system, there

should be a clear path to clear communication of employees.
 SPL employees should be given some benefits and privileges. Square Pharmaceuticals
should try to provide Critical Illness Insurance, also known as Critical Care Insurance
or Critical Illness Coverage, by providing a single amount of cash to help cover the
costs associated with a qualified serious illness. Should be recruited.
CONCLUSION
Square Pharmaceuticals Limited was established in 1956 as an authorized company. In 1991,
it was transformed into an open limited organization. Square Pharmaceuticals Limited is the
largest pharmaceutical company in Bangladesh and it has inevitably been at the forefront of
public and global companies since 1985. Since 1987 Square has taken strict measures to test
new countries as potential admissions demonstrations. It led to the passage of prescriptions
from Bangladesh in 1979 and has been exchanging anti-microbial and other drugs. A growing
number of countries are reliably believing in the square. However, the reality is that in the
overall situation, Square is still trying to guarantee a firm foothold in the overall market.
Square should be the leading Parma company in Bangladesh, the overall player.
Square Pharmaceuticals Limited has expanded its presence in the global market. This
expansion of businesses and firms has signaled the legitimacy of Square Pharmaceuticals
Limited.

CHAPTER - 7
REFERENCES

REFERENCES
1. Agarwala, Tanuja, (2003), “Innovative human resource practices and organizational
commitment: an empirical investigation”, The International Journal of Human
Resource Management, 14:2, 175-197
2. Ahmad, S., & Schroeder, R.G., (2003), “The impact of human resource management
practices on operational performance: recognizing country and industry differences”.
Journal of Operations Management, Vol. 21, No. 1, pp. 19
3. Akhilesh, K.B. and Nagaraj, D.R. (1990), Human Resource Management 2000- Indian
Perspective, Wilsey Eastern Ltd.
4. Anantharaman, R.N. and Abdul Rashid Zabid (1999), “Human Resource Management
Practices: Perceived Organisational and Market Performance”, Management and
Change, Vol.3, No.2, July-Dec., pp.191-197
5. Armstrong, M. (2000), “Strategic Human Resource Management”, London: Kogan
Page
6. Armstrong, M. and Brown, D. (1998), “Relating Competences to pay: The UK
Experience, Compensation and Benefit Review”, 18(2); 2905-310
7. Banerjee, Abhijit V., (2004), Banking Reform in India, available at:
http://www.isesec.com/Admin/Research/1659808644_Indian%20Banking%20Industry.
pdf
8. Bartel, A.P. (2000), “Human resource management and performance in the service
sector: the case of bank branches”, NBER Working Paper 7467 Cambridge Mass:
National Bureau of Economic Research
9. Bernardin, H. J., and J. E. A. Russell (1993), “Human resource management: An
experiential approach”, Singapore: McGraw-Hill
10. Bernardin, H.J., Hagen, C.M., Kane, J.S. and Villanova, P. (1998), “Effective
performance management: a focus on precision, customers, and situational constraints”,

inSmither, J.W. (eds.), Performance Appraisal: State of the Art in Practice, San
Francisco: Jossey-Bass
11. Birdi, K., Clegg, C., Patterson, M., Robinson, A., Stride, C.B., Wall, T.D., Wood, S.J.,
(2008), “The impact of human resource and operational management practices on
company productivity: a longitudinal study”, Personnel Psychology, 61, 467–501
12. Biswas, S., Giri, V. N., & Srivastava, K. B. L. (2006), “Examining the role of HR
practices in improving individual performance and organizational effectiveness”,
Management &Labour Studies, 31(2), 111-133
13. Boselie, P., Dietz, G., and Boon, C. (2005), “Commonalities and contradictions in
HRM and performance research”, Human Resource Management Journal, vol. 15, no.
3, pp. 67-94
14. Boselie, P., Paauwe, J. and Jansen, P.G.W. (2001) “Human resource management and
performance: lessons from the Netherlands”, The International Journal of Human
Resource Management, Vol.12, No.7, pp.1107-1125.
15. Budhathoki, Dhruba Kumar, (2004), “Human Resource Management: Career
Development”, The Journal of Nepalese Business Studies, Vol. I No. 1 Dec. 2004
16. Chakrabarty, K. C., (2012), “Human Resource Management in Banks- Need for a New
Perspective”, Inaugural Address by Deputy Governor, Reserve Bank of India at the HR
Conference of Public Sector Banks at Mumbai, RBI Monthly Bulletin, July 2012,
12851290
17. Chand, M. and. Katou, A. (2007), "The impact of HRM practices on organizational
performance in the Indian hotel industry.", Employee Relations, Vol. 29 Issue: 6,
pp.576 – 594
18. Collins, C. J., & Smith, K. G. (2006), “Knowledge exchange and combination: The role
of human resource practices in the performance of high-technology firms”, Academy of
Management Journal, 49: 544-560
19. Compton, R. (2009), “Towards an Integrated Model of Strategic Human Resource
Management – an Australian Case Study”, Research and Practice in Human Resource
Management, 17(2):81-93
20. https://www.squarepharma.com.bd/mission-vision.php
21. http://www.squarepharma.com.bd/ungc/1.%20Communication%20On%20Progress
%20Jul%202006-Jun%202007.pdf

Internship Report On Human Resource Practice OF Square Pharmaceuticals LTD

Uploaded by

Copyright:

Available Formats

Internship Report On Human Resource Practice OF Square Pharmaceuticals LTD

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Internship Report On Human Resource Practice OF Square Pharmaceuticals LTD

Uploaded by

Copyright:

Available Formats

INTERNSHIP REPORT ON

HUMAN RESOURCE PRACTICE

© Daffodil International University i

Date Of Submission: 04.10.2020

© Daffodil International University iii

Subject: Submission of internship report on “Human resource practice of square

With all best wishes,

© Daffodil International University iv

© Daffodil International University v

© Daffodil International University vi

CHAPTER NO PARTICULARS PAGE NO

© Daffodil International University vii

©Daffodil International University 1

ORIGIN OF THE REPORT

©Daffodil International University 2

OBJECTIVES OF THE REPORT

 To have an understanding of manpower planning.

BACKGROUND OF THE STUDY

 Selection of the Topic:The topic was chosen by my respectable administrator and it

©Daffodil International University 3

SOURCES OF DATA COLLECTION

SCOPE OF THE RESEARCH

©Daffodil International University 4

©Daffodil International University 5

©Daffodil International University 6

HISTORY OF SQUARE PHARMACEUTICALS LTD.

SQUARE Pharmaceuticals Limited is the greatest pharmaceutical association in Bangladesh

©Daffodil International University 7

Name Square Pharmaceuticals Limited

Market share 16.95%

BOARD OF DIRECTORS OF SQUARE PHARMACEUTICALS LTD

VISION AND MISSION

©Daffodil International University 8

©Daffodil International University 9

STRATEGY OF SQUARE PHARMACEUTICALS LIMITED.

 Key Evaluation comprises of the accompanying advances:

©Daffodil International University 10

©Daffodil International University 11

©Daffodil International University 12

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

 The structures of HR administrators demand general ability. Related to other

 HR is in danger of the overall inclination of powerful employees. At last, the HR will

 Proposes to advance HR-based compensation rates and build up a general center

 Gives direction to HR directors because of the determination furthest reaches of

©Daffodil International University 13

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

 Recruitment/Hiring: Hiring is a system that brings a pool of arranged contenders who

©Daffodil International University 14

 Salary Administration: The human Resource Department similarly chooses to pay

©Daffodil International University 15

©Daffodil International University 16

©Daffodil International University 17

©Daffodil International University 18

STEPS OF RECRUITMENT AND SELECTION PROCESS

©Daffodil International University 19

 Advertisement: The means they use to attract the candidates are:

©Daffodil International University 20

©Daffodil International University 21

 Management development training: Round the year, management development