Internship Report On

Training and Development process of Square Pharmaceuticals

Ltd.

Submittedto:
Md. Alomgir Hossan
Senior Lecturer
Department Of Business Administration
Faculty of Business & Entrepreneurship
Daffodil International University

SUBMITTED BY
Tithila Sharmin Toma
ID: 171-11-396
Program: BBA
Major: Human Resource Management
Department Of Business Administration
Faculty of Business & Entrepreneurship
Daffodil International University
Date of Submission:
24.11.20

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 Letter of Transmittal

10 November, 2020
Md. AlamgirHossan
Department of Business Administration
Daffodil International University
Subject: Internship report entitled Training and Development process of Square
Pharmaceuticals Ltd.

Dear Sir,
In Connection of my virtual explore of Square Pharmaceuticals Ltd. I would like to submit
my report to your perusal. I have prepared this report on the basis of my online exposure at
Square Pharmaceuticals Ltd. It is great pleasure for me to present you this report.
I enjoy preparing this report, which enriches my partial knowledge of theoretical concept. All
of my partial knowledge of the theoretical concept. All of my efforts will be successful if the
report can serve its purpose. I have tried my best to explain everything related with the report,
I am always available for any quarries regarding this report.

Sincerely,
Tithila Sharmin Toma
Id: 171-11-396
Daffodil International University

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 Acknowledgement

At first, I would like to express my profound respect to Almighty Allah for his blessings to
help me reach this far and for giving me the chance to research on the leading
Pharmaceuticals company in Bangladesh.I would also like to show my heartiest gratitude
towards Md. AlamgirHossan, Senior lecturer, Daffodil International University, for his
assistance, encourage, inspiration and guide during this period. I want to express my
indebtedness to Professor Dr. Mostafa Kamal, Dean, Daffodil International University.Also I
want to thank my family because they have helped me in every single time. They never ever
shown their back in fact they encouraged a lot in every spheres of mine.

Finally, I am very much grateful to my university for all the facilities it provides and my
friends who’s always support me to make ready this report.

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 Executive Summary

For my internship program, I got the opportunity to work at one of the best performing
pharmaceuticals companies in Bangladesh. I was placed in the corporate headquarters of
Square Pharmaceuticals Ltd., the parental company of Square Group. There I got an idea
about how things work in a corporate office and how the HR activities, especially training
and development initiatives are implemented in a company. The research paper primarily
focuses on the T&D initiatives undertaken to expedite organizational development of the
company. This report points out the existing conditions regarding employee training, the
strengths, weaknesses, and possible solutions for improving employee development
initiatives for the company. The report also emphasizes on relating generally accepted
theories and models of training to actual existing T&D processes in a company, especially a
manufacturing that involve both corporate employees and field forces. As I was placed in the
CHQ, the report mostly concentrated on evaluating the development initiatives of the CHQ
executives, senior executives and managers that in turn facilitate organizational development
in Square Pharmaceuticals Ltd. The report focused on finding positive or negative relations
between training initiatives and organization development to show employee training &
development as the main catalyst and facilitator of company productivity and progress. Some
comparisons and research was also done on the non

Executives and field forces to gain better understanding of the level of input given for
training initiatives, both internally and externally. The research has resulted in the following
outcome: Square Pharmaceuticals Ltd. has a strong and on-going employee training and
development program, but it still needs to enhance it processes and justify its capabilities by
overcoming the following drawbacks: • Instance feedback mechanism and more frequent
evaluations • More external training initiatives monthly • More areas and topics for training •
Larger and more attractive training areas/rooms at the CHQ.

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 Table of Content

CHAPTER NO PARTICULARS PAGE NO

Title page 1
Letter of Transmittal 2
Acknowledgement 3
Executive Summary 4
CHAPTER - 01 Introduction 8
Literature review 9-11
Origin of Report 12
Objectives of Study 12
Research scope 13
Significance of the Study 13
Sources of Data 14
Methodology 14
Limitations 15
CHAPTER - 2 Overview of the
Organization

History 17
Milestone of SPL 17-18
Vision of the SPL 18
Mission of the SPL 18
Business slogan 18
The corporate slogan 18
Corporate focus 18
Goals of the SPL 18
Objective of the SPL 19
CHAPTER - 3 Training and Development
at Square Pharmaceuticals
Limited
Training needs 21
assessment / analysis
Types of Training 21-22
Programs of SPL
Executive and Managerial 23-24
Trainings

Non-Executive Trainings 24

Field Forces Trainings 24-25

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 Special types of Trainings 25

Training of MPO (Medical 25-26

Promotion Officer)
Training and Development 26
objectives
Designing Training and 26
Development Program
Methods and Techniques 27
of training
CHAPTER - 4 Analysis and Findings
Strength 29-30
Weakness 30
Opportunities 30-31
Threats 31
Findings 31-32
CHAPTER - 5 Recommendation and
Conclusion
Recommendations 34
Conclusion 35-36
References 38-39

CHAPTER - 01
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 Introduction

Introduction
Square Pharmaceuticals Ltd is a company which is Flagship Company of Square Group. In
complete contradict to its present rank, square had a rather gentle launch. The company began
out as a small range pharmaceuticals venture at Pabna, an inconsiderable city in Northern
Bangladesh. Four young entrepreneur put their great effort who gave us such a great
revolution. It brings economical change in our country as well as they showed us the way and
inspired us to being entrepreneur. To cope up any kind of barrier and maintain the success
they had to guide the employees in an innovative way. To keep it up good balanced work
they followed the training and development process, they thought this method could improve
their employee’s skills, knowledge with the changing time, which is really very important to
cope up the challenges to be table in no.1 position.
Square Pharmaceuticals Ltd has been staying the first position in Bangladesh
Pharmaceuticals market since 1985. Since the starting in 1958, square pharmaceuticals Ltd
has been flourishing hard for achieving higher quality standard. Yet again, the modern trend

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of globalization unveiled a new horizon of market outside the country, which requires more
quality features in products and higher productivity. To gain highest productivity and quality
square pharmaceuticals Ltd has been providing training to its employees for development.
This report has been prepared to show, whether there is any positive aspect or relationship
between training and employee performance in Square Pharmaceuticals Ltd.

Literature Review
Employees are the inseparable asset of any organization. The development of any industries
depends on the employee performance. Training develops the performance of employees but
the upper management knows the importance of expense in training for advantage of
progressing employee performance and also places them to get the challenges of today’s
competitive business environment. (Uzma Hafiz, 2015).
The terms of training come from ‘change through learning’. In this modern era, where
technology has top importance and it updated rapidly, training has become a requirement for
any kind of organization and nowadays it’s become the part of global market as well.
Organizations can’t response on straight details cause of compete in the future they have to
develop a strong hold on their employee skills because we are living in the productivity and
excellence era. (Tanwar& Prasad, 2016).
Training refers to the schematic intervention this is designed to enhance the factors of
individual performance ( Ment, 2011). There are many organizations who undergo due to

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lack of training because of unskilled employees. The organizations which focus on
employees training and development they become more successful and can easily retain their
employees. Employee retention and growth is exceedingly important because employees are
generally judged by their turnover rate. Retaining as well as training the employees ensure
low turnover. Companies retain their employees by providing them a superior training
environment in an organization which upturns the growth and performance of an individual
employee (Hossan, Razi, Qamar, Jaffri&Suhali, 2013; Tanwar& Prasad, 2016).
Training and development is ultimate problem in the pharmaceuticals sector, researchers have
said that it is not only investment but also long term investment on employee’s skill, it is a
mandatory tool to polish employee’s recent skills for future effects for becoming more
efficient for competitive world (Ahmad, 2013). Recently the pharmaceuticals industry has
been experiencing extreme turnover and decrease in the employee retention. Despite of their
attempts f continuous effective training and development plans in the pipeline, the employees
are still tending to leave the organization. On the other hand, the organizations maintain its
development and employee attention via ongoing training programs and compensation to
improve the skills and to help train the employees better in productive environment
(Saleem&Affandi, 2014). Anyway, employees are leaving the industry due to lack of
development in personal grooming as well as developing and productivity of job requirement
to gain the organizational goals. So the impact of training and development helps in retaining
the employees at pharmaceuticals organizations (M. UsmanAleem, 2018).
Training and development is very important that will give in depth understanding into
employee retention with respect to training. Retention is indispensable aspect of organization
which is important to be view on. Training helps to motivate employees to increase
performance and achieve organizational goals. This point of this session will be explaining
training with respect to employee motivation and how training has a long lasting impact on
employee retention. Following the ways training effects work performance and it impacts an
organization as a whole (Dhanonjay&Humaira, 2017).
In recent eras world organization are under coherent pressure to improve productivity and
performance for which training has essential aspects through which turnover rate can be
reduce. Training and development is an essential factor which impact organization
commitment and it is also connected with Organization growth and the productivity of an
employee (Tanwar& Prasad, 2017).
Researcher highlight that increasing employee commitment training that fact which HR
manager take in account, for the advancement of the organizations growth because Training

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is generally a practical knowledge which overcome employee’s inefficiencies and enhance
the knowledge and boost their skills and power in a way to achieve more productivity, which
is an important part leads to success.
The paper shows that a concise summary of the literature on the importance of training in
developing the performance of the employees. Some pharmaceuticals companies are selected.
A survey of some employees via self-administrated questionnaire with the help of random
sampling technique is driven with the response rate of 96%. Two sets of hypothesis are
manifested which linked directly to the research questions. SPSS 19 is used to perform
authenticity, expositive, correlation and regression analysis. The analysis presents a positive
significant relationship and the results elicit that the more the employee gets training, the
more proficient their level of performance would be (Uzma Hafiz, 2015).
There has been a lot of research agree the fact that employee performance can improve
through training by building a sense of teamwork among employees and also developed
specialized financial skills ( Mary Jane , 12) Employee’s capabilities are increased when
organization is started to spend in improving knowledge , skill and ability of its employee’s
through training so in return effective employees are produced and provides efficacious
relationship between employees and employer (Andy Smith) The evidence also shows that
training has a significant positivity to employee performance when joint with innovation .A
research performed by HR, reported that providing staff with training in how to deal with
absenteeism occupy a huge part in regressing absentee rates at their organizations ( Patricia
Lotic, 2014).
Square Pharmaceuticals Company is one the largest company in Bangladesh. They have
many branches all over the country providing and distributing various kinds of products and
services. Square pharmaceuticals Ltd. is the flagship company of Square Group of company
since 1985. It has been growing hard for achieving higher quality standard. In this recent era
of globalization open a new horizon of market outside the country, which requires best
quality features in products and higher productivity to satisfy the customer. To gain higher
productivity and best quality product they have been providing training to their employees.
This report has been prepared to show, whether there is any positive impact on relationship
between training and employee performance in Square Pharmaceuticals Ltd (Manar Mostafa
Dewan, 2013).

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Origin of Report
This report has been originated as the course requirement of BBA programof Daffodil
International University. Since corona pandemic rise online orientation become an integral
part of the BBA degree requirement, to prepare this report I have to accommodate my thesis
program of square pharmaceuticals, a reputed Pharmaceutical company in Bangladesh. To
prepare this report I had to put my 2months’ research experience assigning it in the context of
importance of the HR department as well as importance of training and development of
today’s pharmaceuticals industry, more specifically Square Pharmaceuticals Ltd. Every
internship program gives a student an experience of anexact business world and makes them
capable to deal with the real life situation in the workplace to start their carrier. For corona
pandemic in this lockdown situation internship as well as physical visiting in the industry is
kind of impossible fact for safety issue. So that, I have to complete my course by online
research, it is also helps to explore my knowledge about importance of training and
development in pharmaceuticals industries, more specifically Square Pharmaceuticals Ltd.

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Objectives of Study
The main objective of the study is to learn how to prepare a report. Our honorable supervisor
teacher assigns us to prepare this report so that in the job market we can perform effectively
and efficiently and also enlighten the grace of our university as well as our teachers.

Primary Objective
The report is primarily made for the requirement of the completion of BBA internship
program. The report is also made to identify the importance of training and development’s in
the HR department and the working process of them to provide the best training practices in
the pharmaceuticals industry.

Specific Objective
 To know about the overall training and development practices or HRD in the Square
Pharmaceuticals Ltd.
 To find the actual training initiative taken to the employees and how the individual
program is designed,
 To find out the procedures of evaluation of Square Pharmaceuticals Ltd.’s employees.

Research Scope
Square Pharmaceuticals Limited is one of the top leading organization in Bangladesh. In this
organization there are different kind of departments, different kind of products, different kind
of services and different kind of customers. I have got information and details regarding
training initiatives limited to only what I have research through online. The report covers
functions and performance of Human Resource department of Square Pharmaceuticals
Limited. The reason for choosing this organization is that I really want to learn something
about Human Resource department from this organization and it’s interesting for me as well.

Significance of the Study

The main reason of this study is for familiar with theactual knowledge about the Training and
Development process which followed by Square Pharmaceuticals Ltd. To Square
Pharmaceuticals Ltd, human resource management is the key to all success.

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This field has become more significant because employees need to learn new skills, update
their knowledge, and meet the challenges of technology in achieving high performance.
Square Pharmaceuticals Ltd always concern about their continuous development process for
their executive which increase the efficiency level. That is why I have selected this topic as
my report.

 Data analysis: The report is just based on qualitative data and perception based. The
findings are done through online feedback paper, the data are analyzed through Like-
scale and percentage format. The perceptions are evaluated in percentage format. Due
to limited access to quantitative data, the data are analyzed fully on qualitative basis.

 Data processing: Data collected from secondary data sources have been processed
manually and qualitative approach in general and quantitative approaching some cases
has been used throughout the study.

Sources of Data
For more smooth and accurate study everyone has to follow some rules and regulations.
Basically the study impute were collected from two sources.
The sources are given below:

 Primary source
 Secondary source

Primary Source: Primary sources of informationrefer collecting information directly that

provide first-hand accounts of the events, practices, or conditions. But for this COVID-19
pandemic situation personally visiting in the industry is quite impossible for safety issue. So
that I don’t get enough the opportunity to collect data personally from primary source.
Phone call
Dairies

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Documents

Secondary Source: Secondary sources of information refers second hand published

accounts. After primary resources secondary sources are followed and they often use or talk
about primary sources. Secondary source gives additional opinions on a past event or on a
primary source. They are given below:
Websites
Various kinds of publications of companies
Annual report of company

 Data analysis: The report is just based on qualitative data and perception based. The
findings are done through online feedback paper, the data are analyzed through Like-
scale and percentage format. The perceptions are evaluated in percentage format. Due
to limited access to quantitative data, the data are analyzed fully on qualitative basis.

 Data processing:Data collected from secondary data sources have been processed
manually and qualitative approach in general and quantitative approaching some cases
has been used throughout the study.

Limitations
As I choose training and development of SQUARE Pharmaceuticals Ltd, I got information
details regarding training initiatives only to what I acknowledge through online. In the HR
department, the confidentiality level would be extremely high related to some of information.
That’s why I could not get access all information and strategies to include in the report.
Besides in this corona pandemic and lockdown situation physical internship is quite
impossible.
The limitations are given below:

 Web-site of Square pharmaceuticals ltd. is not accurately up-to-date.

 Appropriate information is not available on the internet.
 Lake of softcopy of annual report from any primary source.
 Huge time consuming in typing some common but important topics from the
hardcopy of annual report.

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 Shortage of time is a big problem because it is very difficult to prepare the report.
 Human Resource Department is a very restricted area so other relevant data cannot be
included since survey is quite restricted.
 Confidential data is very difficult to collect because of their secrecy that is not to be
revealed
 Lack of enough cooperation due to high workload
 To continue study in such a vast are requires a big deal in time. Report making after
the job period was tough to furnish the big.

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 CHAPTER - 2
Overview of the Organization

History
Square is one of the largest and largest suppliers of products and services in Bangladesh and
has branches across the country. Square Pharmaceuticals Limited is the flag company of
Square Group. In stark contrast to the present height, the square had a rather humble
beginning. In stark contrast to the current height, the square had a rather beginning. In 1956,
the company was started as a small pharmaceutical enterprise in Pabna, a small town in
northern Bangladesh. It was a partnership effort of four young and enterprising people led by
Chairman Mr. Samson H. Chowdhury, whose determination and passion saw it through the
turmoil of the first day. In 1964, The company became a private limited company. 1975 was
a significant year for Square after Bangladesh's independence as it established a technical
partnership with Janssen Pharmaceuticals in Belgium; A subsidiary of Johnson &
Johnson, United States. Square in 1982 in relentless search for higher technology. Hoffman-
La Roche & Co. Ltd. signed a technical cooperation agreement. 1985 was a historic year for
Square as it became the first market leader in the Bangladeshi pharmaceutical market and has
maintained its position since then as the leading pharmaceutical company has gained market
leadership in the Bangladeshi pharmaceuticals market for the first time. Maintaining its
position as a leading pharmaceutical company. In 1987, The square became the first

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Bangladeshi company to export its products abroad. When it was transformed into a public
limited company in 1991, the company entered a new era and later in 1995 it was publicly
listed on both the stock exchanges. Square Pharmaceutical Limited has recently successfully
held the top position in the market in Bangladesh for 22 consecutive years and its current
market share is around 16%. In 1986, Samson H Chowdhury founded his three friends as a
private company. It went public in 1991 and is currently listed on the Dhaka Stock
Exchange. Square Pharmaceuticals Ltd., the flagship company, It has held a strong leadership
position in the pharmaceutical industry of Bangladesh since 1975 and since 1975 it has
consistently been in the forefront among all national and multinational corporations. Square
Pharmaceuticals Limited is now moving forward to become a high performance global
player.

Milestone of SPL
 Year of Establishment 1958. SQUARE Pharmaceuticals Ltd 14
 Incorporate as a Public Limited Company – 1964.
 Technical Collaboration Agreement with Jansen Pharmaceuticals of Belgium.
 A subsidiary of Johnson & Johnson International Limited – 1975.
 Technical collaboration Agreement with F. Hoffman – La Roche & Company Limited
- 1984.
 Converted into Public Limited Company – 1991.
 Stock exchange listing (D & C) – 1995.
 Agreement with M/S. Bevis tandem Limited of UK for implementation of Dhaka
Plant – 1996.
 Awarded ISO- 9001 Certificate -1998.
 Business Lines- Manufacturing & Marketing of Pharmaceuticals finished product,
Basic Chemicals &Agro vet products.

Vision of theSPL
They are committed to enhancing human health and wellbeing by providing most
contemporary and super affordable medicine in full compliance with global quality standards
as they import medicine in foreign country.

Mission of theSPL
Square mission is to supply and supply top quality and health care relief for folks,
maintain strictly moral customary in business
operation conjointly guaranteeing most profit to the Shareholder’s, Stakeholder’s and
therefore the society at massive in Associate in Nursing innovative means

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Business Slogan
Square Pharmaceuticals Limited always clinch the dictum: “Dedicated to advanced
technology.”

The Corporate Slogan

Square Group of industries has a special corporate Slogan which is: “JibonBachatey,
JibonSajatey.”

Corporate Focus
Square vision, mission additionally as objectives area unit to stress on the standard of
product, method and services resulting in growth of the corporate imbibed with best
governance practices.

Goals of theSPL
Progress a realistic deposit mobilization plan and Strengthen operation in domestic to
increase market share and profitability to offer more value to the shareholders manufacturing
facility.
International standard pharmaceutical in domestic and export market of manufacture and
market demand. Association with global research based pharmaceutical company for
marketing or manufacturing their products.

Objective of theSPL
Square’s objectives area unit to conduct clear business operation supported market
mechanism at intervals the legal and social frame work with aims to achieve the
mission mirrored by the company’s vision.Total Commitment to protect public.

 To maintain the highest ethical standards.

 Continuous development of all work process.
 Permanent improvement of all the employees “Knowledge and Skills”.
 Securing the Quality of Products to match the Quality of Service.
 To be stable the company’s leading positioning the national market of
Pharmaceuticals industry.

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 CHAPTER - 3

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Training and Development process of
Square Pharmaceuticals Limited

Training Needs Assessment / Analysis

A growing range of consulting corporations and people focus on serving
to shoppers establish their coaching wants. Before coaching somebody, it clearly is smart to
understand whether or not the person extremely needs coaching and, if so, what
the coaching ought to succeed. coaching so historically starts
with determinative what coaching is needed. sq. prescribed drugs ltd. has its own TNA
techniques. the primary step that SPL takes is determinative its coaching wants. as a result
of coaching is taken into account a significant investment that impacts structure development,
the Human Resource Department must perceive WHO wants what coaching, at a
personal also as cluster level. causing workers to extra external trainings or conducting

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useless internal trainings not solely wastes financial resources however additionally wastes
time for work processes. This results in worker discontentedness and degrading of
the operating surroundings. The second step for the TNA is to know the {particular} skills
and data needed for particular tasks and positions. the task descriptions
forms might facilitate during this matter. This step additionally emphasizes on the setting for
the coaching (on/off the task, in-house/outdoor, etc.) and also the probable mistakes that
will deviate the intent of the program. At SPL, this is often conducted each by the T&D
executives and recruiting personnel, in order that the character of the task is aligned with the
program. Finally, trainees WHO want the coaching are determined via TNA forms that
indicate their existing competencies, areas for improvement and also the extent for
improvement. The finally stage determines WHO can attend what coaching and once.
This typically happens at the start quarter of the year, in order that the specified trainings and
budgets are determined and organized (internally / externally) throughout the year.
At SQUARE, coaching programs are organized in such how that workers have the chance to
use it on the task, whether or not through new work strategies or adapting new
organizational/departmental methods. associate degree example would be
the coaching given to several workers associate degreed managers through an
external coaching for the SAP-ERP, now before and through its inclusion within
the company.
Evaluation {of coaching of coaching} helps SPL grasp WHO wants what training within
the future and wherever to take a position additional. productive job performers offer a
comparison on what they are doing otherwise than unsuccessful job performers.
It additionally helps the corporate compare productivity and profits before
and once coaching, in their own analytic and strategic manner.

Types of Training Programs of SPL

 Executive and managerial training
 Non-Executive Trainings
 Field Forces Trainings

SQUARE Pharmaceuticals Ltd. breakdowns employee development based on 4 types of

criteria: a) by level/position b) by organizer c) by location or d) by job orientation (on/off the
job). Training and development initiatives categorized by levels include executive and non-
executive trainings. Field force training may also be considered as a level-based training,

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though it overlaps with other three categories as well, thus it is considered a separate category
of training.
Employee development programs classified by organizing bodies embody internal and
external trainings. Internal trainings are conducted, organized and pay by the corporate itself,
whereas external coaching’s are organized by coaching establishments or different training
entities. However, typically participation prices are incurred by the corporate.
When categorizing via location, there are typically three sorts of coaching locations: in-house
(corporate office), in-plant (factory) or outpost (at associate degree external coaching center,
like BRAC Center for Development Management at Saver). counting on the
quantity of workers concerned, the department needs, schools accessible,
and monetary resources at hand for the program, the place is set.
Finally, SPL conducts each on the task coaching and off the task trainings are undertaken.
On the task trainings are should for the sector forces workers before connection.
For different workers and workforces, it's organized if needed (usually as per the
annual coaching wants analysis). On the opposite hand, off the
task trainings are organized each internally (conducted by company)
and outwardly (conducted by external schools or institutes). once conducted internally, the
off-the-job coaching sessions ar conducted mistreatment PowerPoint displays, handouts,
demonstrations etc. and should occur either within the CHQ or within
the different units, situated across numerous locations within the country.
All the coaching classes overlap, a minimum of to some extent
and gift the coaching programs of SPL. Below, the coaching varieties for the executives, non-
executives and field forces are given with the opposite factors (internal/external, on/off the
task, and location) to gift an image of the coaching initiatives of square. prescribed drugs Ltd.
 Executive and Managerial Trainings

SQUARE facilitates development initiatives for its current managers still because

the “potential” managers, the executives. These initiatives perhaps internally conducted
or outwardly conducted looking on the requirement.
For internal trainings, the hour department assesses coaching desires for targeted staff and
departments; assigns capable and skilled staff as subject material consultants (SME) to
conduct the coaching; nominates trainees; and decides on whether or not the
training can occur within the CHQ or within the outstations (near its plants/factories in
Gazipur, Pabna and Tejgaon and/or coaching centers like BRAC CDM). the
inner programs typically occur once the division GMs or hour personnel see a
requirement for improvement in an exceedingly specific space (e.g. Communication Skills
or laptop Skills). Or these may additionally be Associate in Nursing annual initiative derived
from the coaching Calendar for enhancing skills for the new executives. For the latter kind
of internal coaching, few trainees are needed as compared to the previous kind.
External trainings occur once the executives and managers are appointive and send to
trainings programs (workshops/seminars/courses) organized by outside institutes. This
external coaching’s for the executives are the “real” financial investments that arise from
training and developments. Thus, once talking concerning the come on investment (ROI) of
T&D at actual, monetary level, external trainings inherit play. a number of its most frequent

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domestic external coaching suppliers embrace BDJobs, Prothom-Alo, Bangla
Desh Employers’ Federation, ISCEA, Brandforum, etc.
Foreign coaching bodies embrace IIMA and XLRI. Most of those programs occur
on Associate in Nursing annual basis, therefore the temporal arrangement and
pretraining coming up with is finished swimmingly. for brand new external programs, they
need contact persons for help and notification. sq. additionally facilitates overseas trainings
for its most potent senior executives and managers to help them
in transportation new information and skills to the corporate, so proving itself to be a learning
organization.
The nomination is finished just like the internal coaching, however solely once a
radical review of the program offered or supposed by the T&D executives, hour managers,
and division managers. A letter is shipped to the various establishment for acceptance of the
nominations. If it’s accepted, then HRD communicates the nominees relating to the temporal
arrangement and venue of the program. analysis papers are handed over to extra
service and come to the HRD once the completion of coaching.
T&D additionally ensures that each one the documents (certificates, course materials, flyers,
etc.) ar submitted to them from the trainees as a part of knowledge assortment and future
reference. once 3 months from the completion of the coaching,
The participants ar needed to extra service another analysis kind provided by
T&D, therefore check the impact of the corresponding coaching on the participants. Besides
these, inside seven days from arriving from the coaching, all the participants got to organize a
presentation on the subject among the colleagues of the department
and advise T&D consequently.
Besides these, SPL’s development initiatives embrace the management development program
(MDP) that focuses on rising and enhancing social control skills, each for the executives and
managers. it's going to be conducted within the workplace premises or staff sent to external
organizers. SPL arranges this for its entire sister concerns’ staff still for betterment of
the cluster as an entire
 Non-Executive Trainings
The non-executives embrace the peons, drivers, workplace assistants, and officers. This
level additionally includes the admin assistants and canteen workers still as cooks. Thus,
it essentially consists of the biggest cluster within the company headquarters still as within
the works units (not considering the sector forces). coaching them
includes simple and dead internal coaching programs. Their coaching additionally needs the
biggest areas and most adept in-house colleges to guide and teach them in an
exceedingly correct manner, given their relatively lower attainment rate.
Like the executives, the non-executives are hand-picked via nomination and approval
from various division supervisors. Their coaching’s might occur within the company military
headquarters or within the works units or in external training centers like BRAC CDM,
Saver. Topics vary from basic “Computer Skills”, “Proper Front Table Etiquette” to
classy ones like “Positive Thinking”. coaching initiatives additionally vary looking
on division desires and “need of the hour” basis. A special of non-executive development
program is that the individual skilled development program (IPDP), targeted toward
providing the nonexecutives with information, skills Associate in Nursing power (KSA) for
turning into an government.

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For the non-executives, there are typically no external coaching Associate in Nursing
development initiatives as they're still within the movement up the ladder for gaining
an government and permanent position.

 Field Forces Trainings

These area units the on-field initiatives wherever T&D plays a significant role. The “face”
and real drivers of profits of SPL, field forces embody the MPO (Medical Representative
Officer) of sq. prescribed drugs, SPO (Sales Promotion Officer) of Agro vet division of SPL,
PPO (Product Promotion Officer) of flavoring &Nutraceutical Ltd. SDO (Sales Development
Officer) of chemical department of SPL. These workforces represent the sales force.
After passing the written tests and before beginning the
induction coaching (knowledge primarily based coaching at the CHQ), all the
qualified candidates of the sector forces (MPO/PPO/SPO/SDO) area unit sent to the
sector coaching to induce the $64000 feel of the task. they're sent to the
markets below the management of the territory managers. they're hooked up with a MPO
with whom they visit markets, move to doctor calls, collect orders, and create reports at the
tip of the day. the concept behind the coaching is to form them undergo the
busy operating schedule so they don’t panic after they area unit place into the $64000 work.
Usually, the on-field “demo” work atmosphere is created on purpose harsher
than traditional, so they'll survive within the future just in case of unwanted things or
difficulties. Usually, this field coaching runs for every week at mill units.
After getting back from the sector coaching Induction coaching starts
at company headquarters. These knowledge-based, soft ability coaching embody lessons on
“human system-digestive system, systemnervous etc., product knowledge-different brands,
generic names, dosages; sales and promoting connected topics-how to handle customers, a
way to detail ahead of the doctors; 60 minutes’ issues-benefits & compensations, policies
etc., general problems like company presentation, mannerism, meeting greetings,
positive angle etc.” (Rahman, 2012).
The field forces area unit evaluated on a day to day throughout their
induction coaching amount. throughout the induction coaching amount, each morning a
review category is taken on the topics lined on previous day. Then, they sit
for AN communication. The papers area unit checked and came to the trainees
on identical day so they get the feedback and proper the mistakes. The scores keeping is
finished on an everyday basis. If a beginner scores poorly in 3 consecutive exams,
then he's out from the coaching. when completion of the coaching, the participants sit for the
ultimate communication and exam, together with description. If they reach the
ultimate stage, they're offered a provisionary job and two-handed over the appointment letter
as a field force worker of sq. prescribed drugs Ltd.

Special types of Trainings

Two coaching varieties supported mill and producing policies that require to be
mentioned area unit mill Assessment coaching (FAT) and Current smart producing Practices
(cGMP).

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Factory Assessment coaching (FAT): With the rise of production or to adapt to new
technology sq. buys machineries from time to time. The machines area unit bought
from completely different countries. Handling these
high school machines needs some experience. therefore, as they sell the machines to face,
the provider firms supply coaching sessions for the relevant individuals from our half so as to
point out them a way to operate the machines. Here all the prices of coaching and
traveling area unit distributed by the seller. workers from Production, Engineering
Department and Technical Support Department area unit typically eligible to participate in
such trainings as they're directly connected in handling these machineries.
Current product producing coaching (cGMP): Current smart producing Practices
(cGMP) area unit the followed by the prescribed drugs business to confirm that
the product created meet specific necessities for identity, strength, quality, and purity.
CGMP needs that everybody operating in an exceedingly production space shall have the
education, training, and knowledge to perform the allotted functions.

Training ofMPO (Medical Promotion Officer)

Medical promotion officers play an important role for square pharmaceuticals ltd. They are
work in the field with doctor. Every year SPL needs a lot of MPO in square pharmaceuticals
for improving the business of the organization.
Topic of Training of MPOS
 Human anatomy & basic history
 Basic physiology & pathology
 Digestive system
 Respiratory system
 Gentry-urinary system & reproductive system
 Central nerves system
 Blood
 Cardiovascular
 Dialectology & diabetic
 Endocrinology & hormone
 Skin & skin disease
 Eye & eye infection

Training and Development objectives

Once training needs are assessed, training and development goals must be established.
Without clearly set goals, it is not possible to design training and development program, after
it has been implemented there will be no way of measuring its effectiveness. Goals must be

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tangible, verifiable, and measurable. This is easy where skills’ training is involved. For
example, the successful trainee will be expected to type 55 words per minute with two or
three errors per page. Nevertheless, clear behavioral standards of expected results are
necessary so that the program can be effectively designed and results can be evaluated

Designing Training and Development Program

Every training and development program must address certain vital issues
 Who participates in the program?
 Who are the trainers?
 What methods and techniques are to be used for training?
 That should be the level of training?
 What learning principles are needed?
 Where is the program conducted?
 Who are the trainers: Trainers should be selected on the basis of self-nomination,
recommendations of supervisors or by the HR department itself. Whatever is the
basis, it is advisable to have two or more target audience. For example, rank and file
employees and their supervisors or by the HR department itself. Several people,
including the following may conduct training and Development program:
 Immediate supervisors,
 Co-workers, as in buddy systems,
 Members of the personnel staff,
 Specialists in other parts of the company,
 outside consultants,
 Industry associations and faculty members at universities.

Methods and Techniques of training

A multitude of methods of training is used to train employees. Training methods are
categorized into two groups:
 on the job training and
 Off-the job methods.

Off the job training: Refers to methods that are applied in the workplace, while the
employees are actually working. Off-the –job training: are used away from workplaces.

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  Vestibule
 Lecture
 Special study
 Films
 Television
 Conference or discussion
 Case study
 Role playing
 Simulation
 Programmed instruction
 Laboratory training

On the Job Training

 Orientation training
 Job-instruction training
 Apprentice training
 Internships and assistantships
 Coaching.

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 CHAPTER - 4
AnalysisandFindings

Strength

 SPL has skilled scientists/technicians/management personnel at affordable cost

leading to low cost of innovation/ manufacturing/expenditure to run cGMP (current
Good

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  Manufacturing Practice) compliance facilities and highquality documentation and
process understanding.
 SPL has well developed chemistry, R & D and manufacturing infrastructure with
proven track record in advanced chemistry capabilities, design of hightech
manufacturing facilities and regulatory compliance.
 The healthy domestic market with rising per capita expenditure is another significant
strength enabling achievement of economies of scale. SPL also has a strong marketing
 &distribution network.
 It has Company Strength & product strength, Company strengths effects positively on
the product, & products strength also effects positively on the Company.
 Square has highly skilled sales forces & very efficient & wide distribution channels.
 Square ranked & held the First position in Pharmaceuticals Industry since 1985,
which means it is in the top for last 28 years.
 Being in the top for this long time resulted in a very positive impression for all our
products in the minds of the doctors & patients already, it occupies a good position in
their minds.
 The built in positive impression on our products which is in the minds of the doctors
& patients helps us to get a very good response from the market for any product we
introduce in the market.
 We can say very confidently that the number of sales force of the company, their
capability, Training &selling skills are in better condition & position than any other
company in the industry.
 Square follows very transparent marketing activities; there is no misleading or fraud
that is why it enjoys a good reputation in the market.
 Square maintains high quality standards for its products, that why it enjoys a good
position in the market.

Weakness

 Low investments in innovative R&D continue to be a major weakness of Square

 Pharmaceutical Ltd.

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  SPL's lack the ability to compete with MNCs for New Drug Discovery, Research and
commercialization of molecules on a worldwide basis due to lack of resources.
 Strong linkages between industry and academia which are essential for growth of the
industry is lacking in SPL
 Rapidly increasing costs of skilled manpower such as scientists/ regulatory
compliance personnel / pharmaceutical lawyers/ international business development
 Sales and marketing knowledge is inadequate due to lack of understanding of
international Pharmaceutical marketing/pricing practices and market environment in
various countries.
 Inadequate manufacturing practices.

Opportunities

 In the market, the number of Antiulcer patients is increasing, when the number of
patients increases the possibility of a good return from the required drug increases.
 Incredible export potential
 New innovative therapeutic products.
 Drug delivery system management.
 Income is increasing day by day.
 Clinical trials & research
 Due to the cost advantage in contract manufacturing & Research multi-national
companies find it compelling to shift their production bases to countries offering such
cost advantage.
 Licensing deals with MNCs for NCEs (New Chemical Entities) and NDDS (New
Drug
 Delivery Systems) offer new opportunities for SPL.
 Marketing alliances for MNC products in domestic and international market is
another emerging opportunity.
 There is a possibility of greater returns from other countries of the world by
exporting.

Threats

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  R&D efforts of Bangladeshi pharmaceutical companies are hampered by lack of
enabling regulatory requirement.
 Export effort is hampered by procedural hurdles in Bangladesh as well as non-tariff
barriers imposed abroad
 Lowering of tariff protection has increased competition in domestic markets resulting
in erosion of profitability.
 Mergers and acquisitions by other companies may completely change condition of the
pharma market.
 Small number of discoveries.
 Competition from MNCs.
 Transformation of process patent to product patent (TRIPS).
 Outdated Sales and marketing methods.
 Limited knowledge and experience base.
 Pricing and reimbursement level could restrict use.

Findings
From our close observation we have found the following aspects of their training system in
Square Pharmaceuticals Ltd. Those are stated bellow:

 Training Wing: A leading pharmaceuticals company who’s yearly turnover gross

turnover is more than 6199 million takas should have separate training department in
both corporate and factory level but in Square Pharmaceuticals ltd. We have found
that there is a training wing in corporate head quarter but no training wing in factory
level but two third of the employee work in factory level, which creates a huge burden
for the wing to coordinate all the training centrally.
 Training Facilities and training budget: As a market leader of Bangladeshi
pharmaceuticals market the training facilities of Square Pharmaceuticals Ltd. is not up
to the standard. Although we have found modern training tools in HRD but that those
are not sufficient. As same training facilities is used for her sister concerns. Moreover,
if we consider the training and development budget of SPL we will find that it is less
than one percent of their yearly turnover.

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 Training Assessment System: In SPL we have found a sound post training
assessment system where trainee can give their feedback about the training that they
have received. It’s positive that SPL authority evaluates the post training assessment
of trainee through TNA to send future participants in similar training program.
 Training of the trainers (TOT): In corporate as well as in field/ factory level there
are different training programs and in most of the cases this training programs are
conducted by the in house trainer but we have not found any training of the trainer
which is very much important for the successful Implementation of training program
at SPL.
 Training Manual: Till now SPL doesn’t have a structured training manual. What
SPL does is to be reactive in organizing trainings. If there were a structured training
manual, it would have been more effective in a sense that the focus and objective of
the training system would have been clear to all thus easier to achieve.
 Seminars: Seminars with external faculty members are arranged in house which
facilitated the HRD to be ensured about those training providers’ quality and service.
 Training record:SPL used to keep training record in a hard copy form. There was no
system for electronic record keeping, which was easier for all to get access. At times a
lot of time and effort have to be spent to find a person for any particular task which
needs specific skill and right training. But now-days they are keeping training record
with electronic data base system which is helping them to solve this problem.
 Pre-planned training program: In both corporate level as well as factory level of
SPL they follow the pre-planned training schedule and they keep record of their
training strictly. In case of training schedule SPL is highly disciplined.

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 CHAPTER - 5
Recommendation and Conclusion

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Recommendations

 SPL should increase their training budget.

 TNA should be collect timely. Department is not enough coordinated for returning
TNA on time.
 SPL can’t fill out all the training that Executive and other needs.
 SPL can enrich its own faculty list.
 There is a need for another training floor. HR should work for it immediately.
 The training environment like interior, materials, equipment’s, technology should
update.
 SQUARE should hire more employee in HR as they are having a huge filed force.
 Training for employee is not adequate. SPL can go for department wise training to fill
out the training need.
 External trainings offered are limited in number as well as variety, it is also should
increase.
 As SPL is just introducing ERP software so they should think about manage their
filing system.
 HR floor is having space limitation, so it is necessary to renovate the facility.
 Manyemployees get theoretical training; they expect Action-Based learning.

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Conclusion
It is a life time chance to figure in SPL. I feel honored to own been endued with such a
valuable chance. currently I do know the way to be organized and do things consistently.
Taking care of the confidential files like TNA of executives and non-executives created Pine
Tree State work with confidential terms. ensuring that everyone my work procedures
went swimmingly have created Pine Tree State a way a lot of organized person than what
I accustomed be. Moreover, coping with such valued managers have additionally helped Pine
Tree State improve my interaction skills and helped Pine Tree State gain confidence. Being in
such a friendly work atmosphere with such a lot of useful colleagues has helped Pine Tree
State learn the way to figure in a very team. it absolutely was so a pleasure doing
my situation in SPL. sq. is currently the leading drug company of Asian nation and changing
into a high performance world player within the field. From its formation to the
current day, it's been flourishing in its endeavors. It provides quality medication and strictly
follows all rules. In Asian nation over 3 thousand of individual’s area unit operating here. the
medication of sq. is known in Asian nation likewise as in foreign countries. 60
minutes Department of sq. is enjoying an important role as a company strategy maker.
Growth of the corporate depends on hiring, developing, holding virtuoso and
motivating staff. 60 minutes Department is unendingly hiring virtuoso folks from wide
market and so provides trainings to address world challenges. Through varied 60
minutes activities and coaching programs they maintain abilities within
the organization, guarantee career path for performers to perform a lot of with efficiency and
effectively to contribute a lot of and a lot of.
The coaching and Development section of sq. Pharmaceutical is usually making an attempt to
make sure the simplest coaching programs for workers at the correct time, right place.
With the most recent expedited coaching resources, they make sure
the best coaching sessions for all level of staff. “Square prescribed drugs Limited” practices a
progressive accomplishment and choice procedures. 60 minutes officers of sq. prescribed
drugs restricted area unit currently expected to figure on the far side the boundaries of
contracts and policies to contribute on to the operation and success of the Human Resources
Department.
It is a life time chance to figure in SPL. I feel honored to own been endued with such a
valuable chance. currently I do know the way to be organized and do things consistently.
Taking care of the confidential files like TNA of executives and non-executives created Pine
Tree State work with confidential terms. ensuring that everyone my work procedures
went swimmingly have created Pine Tree State a way a lot of organized person than what
I accustomed be. Moreover, coping with such valued managers have additionally helped Pine
Tree State improve my interaction skills and helped Pine Tree State gain confidence. Being in
such a friendly work atmosphere with such a lot of useful colleagues has helped Pine Tree
State learn the way to figure in a very team. it absolutely was so a pleasure doing
my situation in SPL. sq. is currently the leading drug company of Asian nation and changing
into a high performance world player within the field. From its formation to the
current day, it's been flourishing in its endeavors. It provides quality medication and strictly
follows all rules. In Asian nation over 3 thousand of individual’s area unit operating here. the
medication of sq. is known in Asian nation likewise as in foreign countries. 60
minutes Department of sq. is enjoying an important role as a company strategy maker.
Growth of the corporate depends on hiring, developing, holding virtuoso and

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motivating staff. 60 minutes Department is unendingly hiring virtuoso folks from wide
market and so provides trainings to address world challenges. Through varied 60
minutes activities and coaching programs they maintain abilities within
the organization, guarantee career path for performers to perform a lot of with efficiency and
effectively to contribute a lot of and a lot of.
The coaching and Development section of sq. Pharmaceutical is usually making an attempt to
make sure the simplest coaching programs for workers at the correct time, right place.
With the most recent expedited coaching resources, they make sure
the best coaching sessions for all level of staff. “Square prescribed drugs Limited” practices a
progressive accomplishment and choice procedures. 60 minutes’ officers of sq. prescribed
drugs restricted area unit currently expected to figure on the far side the boundaries of
contracts and policies to contribute on to the operation and success of the Human Resources
Department.

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Chapter:06

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