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1 First Page Previous Page Next Page / 28 Sections not available Zoom Out Zoom In Fullscreen Exit Fullscreen Select View Mode View Mode SlideshowScroll Readcast Add a Comment Embed & Share <#>Readcast Reading should be social! Post a message on your social networks to let others know what you re reading. Select the sites below and start sharing. Check_27x27Transparent Check_27x27Transparent Check_27x27TransparentLink account <#>

Readcast this DocumentTransparent <#> Readcast Complete! Click send to Readcast! edit preferences <#> *Set your preferences for next time...*Choose auto to readcast without being prompted. <#> <#> Anamul Hoque... Anamul Hoque Choton Link account <#> Advanced <> <#>Cancel <#> <#> Add a Comment Submit share: Characters: 400 <#> Share & Embed < 42%2FSquare-Group-report%23source%3Afacebook> < cast> < 2%2FSquare-Group-report&message=> <#> Add to Collections Download this Document for Free Auto-hide: on <#> SQUARE GROUP OF COMPANY LTD. 1 SQUARE GROUP OF COMPANY LTD. ByMd. Nasimul Islam : 09-14026-2Md. Bokhtiar Chowdhury : 09-14216-2Sabyasachi Sarker : 09-14213-2Monisha Mustarin : 09-13696-1Tisha Farzana : 09-13486-1Sanjida Khanom : 09-14291-2A research paper submitted to Ms. Nishat Moumita, Lecturer, AmericanInternational University-Bangladesh, in partial satisfaction of the requirementsfor Human Resource Management Course. Fall 2010Dhaka, Bangladesh To SQUARE GROUP OF COMPANY LTD. 2 Mrs. Nishat MoumitaLecturer, American International UniversityBangladesh.Subject: Seeking permission to prepare project report onSquare Consumer Products Ltd. Dear Madam,We the six group members in sec A of Human

ResourceManagement course are willing to prepare our project report onSquare Group of Company Ltd.In this circumstance, we request you to give us permission to prepareour project report on this topic.Your sincerely,Md. Nasimul Islam Sabyasachi Sarker Md. Bokhtiar Chowdhury Monisha MustarinTisha Farzana Sanjida Khanom Acknowledgement SQUARE GROUP OF COMPANY LTD. 3 First of all we express our gratefulness to the Almighty, without His divine blessing it wouldnot be possible for us to complete this research successfully. We sincerely like to thank our honorable research supervisor Mrs. Nishat Moumita, lecturer, department of BusinessAdministration, American International University-Bangladesh (AIUB) for her greatinspiration and proper guidance throughout the whole research work. We are also grateful toall of our respected teachers without whom we would never reach at this educational stage.We are thankful for their time and ideas and appreciate their availability whenever we turnedto them. Summary of the report SQUARE today symbolizes a name a state of mind. But its journey to the growth andprosperity has been no bed of roses. From the inception in 1958, it has today burgeoned intoone of the top line conglomerates in Bangladesh. Square Pharmaceuticals Ltd., the flagshipcompany, is holding the strong leadership position in the pharmaceutical industry of Bangladesh since 1985 and is now on its way to becoming a high performance global player.We strive for practicing good governance in every sphere of activities covering inter alia notbeing limited to, disclosure & reporting to shareholders holding AGM in time, distribution of dividends and other benefits to shareholders, reporting/dissemination of price sensitiveinformation, acquisition of share by insiders, recruitment & promotion of staff, procurement& supplies, sale of assets etc. all that directly and indirectly affect the interest of concernedgroups the shareholders, the creditors, suppliers, employees, government and the public ingeneral. SQUARE GROUP OF COMPANY LTD. 4 Table of contents 1) Introduction of the Organization. Page: 5 2) Organizational Overview. Page: 5 7 3) Scope of the Study Page: 7 4) Methodology.. Page: 8 5) Limitation.. Page: 8 6) Analysis and Discussion Page: 8 -- 25 7)

Major Findings. Page: 26 8) Recommendation. Page: 26 9) Conclusion Page: 27 10) Bibliography. Page: 24 11) Acknowledgement... Page: 3 12) Summary of the report... Page: 3 Introduction of the organization SQUARE GROUP OF COMPANY LTD. 5 Square today symbolizes a name a state of mind. But its journey to the growth andprosperity has been no bed of roses. From the inception in 1958, it has today burgeoned intoone of the top line conglomerates in Bangladesh. Square Pharmaceuticals Ltd., the flagshipcompany, is holding the strong leadership position in the pharmaceutical industry of Bangladesh since 1985 and is now on its way to becoming a high performance global player.We strive for practicing good governance in every sphere of activities covering inter alia notbeing limited to, disclosure & reporting to shareholders holding AGM in time, distribution of dividends and other benefits to shareholders, reporting/dissemination of price sensitiveinformation, acquisition of share by insiders, recruitment & promotion of staff, procurement& supplies, sale of assets etc. all that directly and indirectly affect the interest of concernedgroups the shareholders, the creditors, suppliers, employees, government and the public ingeneral.. In 2001, SCPL started its operation as an individual company. Within a very short span of time SCPL has already drawn the attention of the consumers by providing quality productsand preferred services. Our dedications to quality, uniform products, customer service andcompetitive prices have given us unique position in the market.New products are continuously being developed and evaluated for our growing market. Organizational Overview Key to our success is the commitment we confirm, quality product we produce, and thedelivery we make in time reasonable price we offer. The imported branded machineries fromthe world famous manufacturer of USA, UK, Germany, Japan, Switzerland, Italy and Spaindid add something extra to our business credentials. We try to improve the workmanship andprofessional skills of the staff working with through imparting in house and local training.Quality is our top priority and we always look for the excellence choosing the best options.Reliability, quality in the service, corporate culture of team work, operational costeffectiveness, unique workmanship compliance system & customers satisfaction are our prime concerns and we always devote best professional efforts to keep things getting better holding the valued

customers on track. We care to respond to the customers needs, choice,tastes and fashion to promote business ties for long. Nothing delights us more than the SQUARE GROUP OF COMPANY LTD. 6 customers satisfaction.We have a tradition to welcome the initiatives of the people interested in us to improve thepolicy input. VISION We view business as a means to the material and social wellbeing of the investors, employeesand the society at large, leading to accretion of wealth through financial and moral gains as apart of the process of the human civilization. MISSION Our Mission is to produce and provide quality & innovative healthcare relief for people,maintain stringently ethical standard in business operation also ensuring benefit to theshareholders, stakeholders and the society at large. The key elements of their value system include : (1) Impressive Services (2) Innovation(3) Customer Satisfaction(4) Belief in our Employees (5) Teamwork. Feature: SQUARE GROUP OF COMPANY LTD. 7 E nsure strict compliance with WHO standards and local regulatory norms in every phase of sourcing & procuring quality materials, manufacturing, quality assurance and delivery of medicines. E nsure all activities through documented Quality Management System (QMS) complyingInternational Standard requirements of ISO 9001 through continuously developing HumanResources by regular training and participation. S quare is committed to undertake appropriate review, evaluation and performancemeasurement of processes, business activities and Quality Management System for continualimprovement to ensure highest standard, customer satisfaction, developing humanresources and company s growth . Scope of the study We are doing our research in Mohakhali area of Dhaka city. Our topic is on Square Group of Company which is located in DOHS, Baridhara. We have visited there several times tocollect our data. The details are given below:Company Name: Square Group of Company Ltd.SQUARE Centre48, Mohakhali C/ADhaka 1212, BangladeshPhone: +88-02-8859007, +88-02-8833047 up to 56Facsimile:+88-02-8834941, +88-02-8828768, +88-02-8828609 Methodology SQUARE GROUP OF COMPANY LTD. 8 Our data collection technique is Case Study technique (secondary data). We have made astudy on our topic. We used all possible ways to find our datas. We visited theorganization, searched in websites, books,

journals, magazines and so on. We consideredthe higher percentages of information. Limitation During doing our research we faced some problems. These problems are highlightedbelow:(1) Lack of funds(2) Lack of time(3) Social barriers(4) People of the organization were not co-operating properly(5) Problem to get a good source of using internet etc. Analysis and Discussion The main purpose of the research is retrieve the Human Resource Management functions,process etc. the whole company maintains same procedure, have the same functions inHRM process. The main functions are --- Staffing Training and Development SQUARE GROUP OF COMPANY LTD. 9 Motivation Maintenance Staffing Function: Employment planning -- ensures that staffing will contribute to the organizationsmission and strategy Job analysis -- determining the specific skills, knowledge and abilities needed to besuccessful in a particular job. defining the essential functions of the job Recruitment -Recruitment is an important part of an organizations human resourceplanning and their competitive strength. Competent human resources at the right positions inthe organization are a vital resource and can be a core competency or a strategic advantagefor it.Recruitment is the process through which the organization seeks applicants for potentialemployment. Selection refers to the process by which it attempts to identify applicants withthe necessary knowledge, skills, abilities and other characteristics that will help the companyachieve its goals, companies engaging in different strategies need different types andnumbers of employees. The strategy a company is pursuing will have a direct impact on thetypes of employees that it seeks to recruit and selection. Purpose and Importance of Recruitment The Purpose and Importance of Recruitment are given below: Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for theorganization. SQUARE GROUP OF COMPANY LTD. 10 Determine present and future requirements of the organization in conjunction with itspersonnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost.

Help increase the success rate of selection process by decreasing number of visiblyunder qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leavethe organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of itsworkforce. Begin identifying and preparing potential job applicants who will be appropriatecandidates. Increase organization and individual effectiveness of various recruiting techniquesand sources for all types of job applicants Recruitment Process The recruitment and selection is the major function of the humanresource department and recruitment process is the first step towards creating the competitivestrength and the recruitment strategic advantage for the organizations. Recruitment processinvolves a systematic procedure from sourcing the candidates to arranging and conducting theinterviews and requires many resources and time. A general recruitment process is as follows:Identifying the vacancy:The recruitment process begins with the human resource departmentreceiving requisitions for recruitment from any department of the company. These contain: Posts to be filled Number of persons Duties to be performed Qualifications required SQUARE GROUP OF COMPANY LTD. 11 Preparing the job description and person specification. Locating and developing the sources of required number and type of employees(Advertising etc). Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making1. Identify vacancy2. Prepare job description and person specification3. Advertising the vacancy4. Managing the response5. Short-listing6. Arrange interviews SQUARE GROUP OF COMPANY LTD. 12 7. Conducting interview and decision makingThe recruitment process is immediately followed by the selection process i.e. the finalinterviews and the decision making, conveying the decision and the appointmentformalities. Source of recruitment There are two kinds of source SQUARE uses for recruitment .They are1.

External source2. Internal source.We try to discuss all relative sources which are used for recruitment in SQUARE. Internal source : Internal recruitment applies to the people working in the present organization. They are givena chance to apply for a given vacant position first. This may include a change in profile onthe part of the employee. Internal recruitment is more economical and less time consumingfor the company.SQUARE thinks that current employees are a major source of recruits for all but entry-levelpositions. Whether for promotions or for Lateral job transfers, internal candidates alreadyknow the informal organization and have detailed information about its formal policies andprocedures. Promotions and transfer are typically decided by operating managers with littleinvolvement by HR department.Some Internal Sources of Recruitments are given below: 1. Job-posting programs: 2. Transfers: 3. Promotions: SQUARE GROUP OF COMPANY LTD. 13 4. Upgrading & Demotion 5. Retired Employees & Retrenched Employees 6. Dependents and Relatives of Deceased Employees Advantage of Internal Recruitment: Less Expensive. Existing Employees Have Opportunity to enhance their career. Further job opportunities may be created as a result of recruiting internally. Organization can make use of its pool of existing worker. Disadvantage of Internal Recruitment: Smaller pool of workers to choose from. Less Opportunity to bring new skills, ideas and experience into the organization. Lack of ownership of tasks due to employee expectations of moving on another job. Lack of stability in work teams due to team members regularly moving to other positions. External source : External recruitment has to do with external candidates applying for an available position.Naturally, the resources spent for the overall selection process are more. When job openingcannot be filled

internally, the HR department of SQUARE must look outside theorganization for applicants. We discuss all the external source of recruitment at bellow: 1. Walk-Ins And Write-Ins: 2. Employee Referrals: 3. Advertising: 4. Press Advertisement SQUARE GROUP OF COMPANY LTD. 14 5. Internet: 6. Educational Institutes 7. Placement Agencies 8. Employment Exchanges: 9. Labor Contractors: 10. Unsolicited Applicants: 11. Recruitment At Factory Gate: Advantage of External Recruitment: New Workers can bring new skills and innovation to the organization. The organization at attracts a wider pool of workless from home and abroad. More chance of recruiting a Good fit because the organization is recruiting from awider pool. Disadvantage of External Recruitment: More expensive. Existing employees will not have the chance to enhance their careers. Recruitment process may be slower. Selection: Selection is the process of choosing Individuals who have the necessary qualifications toperform a particular job well. The process of assessing who will be successful on the job, andthe communication of information to assist job candidates in their decision to accept an offer. Selection Process:SQUARE GROUP OF COMPANY LTD. 15 There are eight steps in selection process are given below: Hiring decision Realistic job previous

Supervisory interview Medical evaluation References & background checks Selection interview Employment tests Preliminary reception of applicationFirst the selection criteria are established usually on the basis of current & sometime structurejob requirement. These criteria include such items as knowledge, education, skills &experience. 1. The candidate is requested to complete an application form. 2. A screening interview is conducted to identify the more promising candidates. 3. Additional information may be obtained by testing the candidates qualificationsfor the position. 4. Formal interviews are conducted by the manager his or her superior & other persons within the organization. 5. The information provided by the candidate is checked & verified. 6. A physical examination may be required.On the basis of the result of previous steps. The candidate is either offered the job or informed that he or she has not been selected for the position. E Recruitment Of Square Pharma Related links:E- Recruitment HR Practices & climates Training & Employee development in Square SQUARE GROUP OF COMPANY LTD. 16 Available jobs New user registration. E-Recruitment The buzzword and the latest trends in recruitment is the E-Recruitment. Also known as Online recruitment, it is the use of technology or the webbased tools to assist the recruitment processes. The tool can be either a job website, the organizations corporate web site or its own intranet. Many big and smallorganizations are using Internet as a source of recruitment. They advertise job vacanciesthrough worldwide web. The job seekers send their applications or curriculum vitae (CV)through an e-mail using the Internet. Alternatively job seekers place their CVs in worldwideweb, which can be drawn by prospective employees depending upon their requirements.The internet

penetration in India is increasing and has tremendous potential. According to astudy by NASSCOM Jobs is among the top reasons why new users will come on to theinternet, besides e-mail. There are more than 18 million resumes floating online across theworld. The two kinds of e-recruitment that an organization can use is Job portals: Posting the position with the job description and the job specification on the job portal andalso searching for the suitable resumes posted on the site corresponding to the opening in theorganization.Creating a complete online recruitment/application section in the companys own website. -Companies have added an application system to its website, where the passive job seekerscan submit their resumes into the database of the organization for consideration in future, asand when the roles become available. SQUARE GROUP OF COMPANY LTD. 17 Resume Scanners: Resume scanner is one major benefit provided by the job portals to the organizations. Itenables the employees to screen and filter the resumes through pre-defined criterias andrequirements (skills, qualifications, experience, payroll etc.) of the job.Job sites provide a 24*7 access to the database of the resumes to the employees facilitatingthe just-in-time hiring by the organizations. Also, the jobs can be posted on the site almostimmediately and is also cheaper than advertising in the employment newspapers. Sometimescompanies can get valuable references through the passers-by applicants. Onlinerecruitment helps the organizations to automate the recruitment process, save their time andcosts on recruitments. Online recruitment techniques Giving a detailed job description and job specifications in the job postings to attractcandidates with the right skill sets and qualifications at the first stage. E-recruitment should be incorporated into the overall recruitment strategy of theorganization. A well defined and structured applicant tracking system should be integrated and thesystem should have a back-end support. Along with the back-office support a comprehensive website to receive and processjob applications (through direct or online advertising) should be developed.Therefore, to conclude, it can be said that e-recruitment the Evolving face of recruitment. Human Resource: Practices & Climates Square, with its progressive business outlook, believes and practices corporate work culturewith a classic blend of efficiency and equity. Square believes in company growth by SQUARE GROUP OF COMPANY LTD. 18 increasing efficiency level of employees and for that offering excellent environment andsupport for skill and knowledge up gradation. Square values productivity as the spontaneouscontribution of Human Resources. Strategic Human Resource Development Programs are theenergy sources for Square HR for running towards the zenith of success. Flow of clear andspecific information and justification of queries play the vital role to ensure the marketreputation of Square as the most trusted and transparent company and it enriches themotivation level of HR who are

the real contributors and owners of his / her own jobs. AtSquare, HRD symbolizes the unique blending of professionalism as well as sharing the stressand success equally like a family where every member has deep concern, feelings and pridefor their own company Square. HR ensures the strong supporting role to develop &implement HR policy guidelines for ensuring uninterrupted operation and spontaneousparticipation to achieve organizational objective as well as fulfillment of employee needs. HR is maintaining an effective way to deal with labor union and still no unrest has been recordedas dispute. Personnel working here are taking care of Square as if it is their own family.Employee-employer relation is cordial and supporting always. Training & Employee Development in Square Our Training & Development enables our people to enhance their skills, keep them updatedwith recent changes. We offer both on-the-job and off-the- job at both theoretical andpractical training opportunities through a range of Local, Regional and International Trainingprograms that include both functional and managerial levels on the basis of Training NeedAssessment. Training Need Analysis (TNA) is conducted by Department Heads and HumanResource Department jointly on the basis of job analysis. Management Development Training Round the year, management development training is organized for managers & executives atour Corporate Headquarters, Dhaka Unit & Pabna Unit. Our own and renowned resourcepersons from home & abroad conduct the training sessions. We also send our employees torenowned local training institutes for specialized training. SQUARE GROUP OF COMPANY LTD. 19 Overseas Training We send our employee to abroad for training program depending on availability of appropriate topics. Technical persons of our factories attend the Factory Assessment Test(FAT) in various parts of the world for smooth operation of equipments. Field Forces Training & Development Each year, a significant number of Field Forces complete their induction training programand joined to their respective markets and appear at examination in every month for further development. Field Forces Refresher Course For updating product knowledge and selling skills of field forces, Refresher Course isorganized in four different regions in every month. Territory Manager Training Twice in every year, mid-level managers of sales participate in the training program titledSales Territory Management at a regular basis. Distribution: Every year a number of Distribution Assistants (DA), Data Entry Operators (DEO) go under induction training program immediately after initial recruitment. Each month, Refresher course for DA, Driver and Packers is organized in two different depots for updating their knowledge. SQUARE GROUP OF COMPANY LTD. 20 Available jobs:Square Pharmaceuticals LTD. is inviting applicants for the following positions. Job title Department

Last date of application. New user registration:1. Set up your log in id & password. Email: Password: Confirm Password:2. If you forget your password. Country: Date of birth: National Id No or Password No: Other Activities :Students of various universities are placed as Interns in different departments. Significantnumber of students completed their In-Plant Training in our Plants. Coordinating factoryvisit for different government and Institutions. All newly joined executives go through astructured Orientation Program. We conduct health, Hygiene & different awareness programfor our colleagues. We conduct training on different compliance parameters for our factorycolleagues. Performance Management Performance appraisal is the process of assessing employees past performance, primarily for reward, promotion and staff development purposes. Performance appraisal (is) a processthat identifies, evaluates and develops employee performance to meet employee andorganizational goals. SQUARE GROUP OF COMPANY LTD. 21 Performance Appraisal doesnt necessarily use to blame or to provide a disciplinary action.Previous management theories used to view performance appraisal as a stick thatmanagement has introduced to beat people. Performance appraisals are now more clarifiedand they concentrate on developing organizational strengths and employee performance. Purpose of Performance Appraisal in SQUARE To review past performance To assess training needs To help develop individuals To audit the skills within an organization To set targets for future performance To identify potential for promotion To provide legal & formal justification for employment decision To diagnose the hidden problems of an organization Performance Appraisal Process Who Appraises ---

Supervisors Subordinates Peers Clients/customers Self appraisal 180/360 degree approachApproaches to measuring performance in Square textile. There is various kind of method for measuring performance appraisal. But we get information that Square uses only two types of performance method. These are at below:1. 360- degree feedback 2. Experience based. SQUARE GROUP OF COMPANY LTD. 22 360-degree feedback One currently popular methods of performance appraisal is called 360-degree feedback. Withthis method managers peers, suppliers or colleagues are ask to complete questionnaire. Thequestionnaires are generally lengthy. Experience based SQUARE measure the performance of employee by experience. For example MR. X hasbeen working in Square for three years and MR. Y has been working in Square for two years.So Square favor MR. X for his more experience. Job Description The Job description emphasizes the duties or tasks to be carried out on the Job. For QC Major Duties and responsibilities: Formulation development for Herbal and Nutraceuticals dosage form. Generate information and prepare technology transfer package. Develop stability indicating test method. Prepare and update reports of development and process validation batches. Provide analytical support regarding cleaning validation. Support regulatory requirements. SQUARE GROUP OF COMPANY LTD. 23 For PMD Job Location: Corporate Headquarters, Dhaka Major Duties and Responsibilities: Undertake all activities regarding new product launching. Craft Strategy and develop marketing plan. Formulate annual budget for assigned products.

Develop promotional materials. Job Specification The emphasis is on identifying the competencies the jobholder must process to be asuccessful performer in the specified job. For QC Pre-requisite to apply: M. Pharm / B. Pharm (4 years)1-2 years of relevant experience is preferableWithin 28 years of age.Well conversant with MS-Office.Good communication Skill. 1) For PMD Pre-requisite to Apply: Good interpersonal and communication skill.Smart, energetic & willing to travel extensively.Ready to work under pressure. SQUARE GROUP OF COMPANY LTD. 24 Fluent in English and conversant with MS Office.Within 28 years of age. Salary Negotiable Motivation and Maintenance As the area of human resource management becomes more strategic and more global it isbecoming more important and critical to the organization. While not all companies arerecognizing this yet, those that are most effective and most admired, seem to be the ones thatare. As a consequence they are doing many things that make their management of humanresources as effective as possible.The most difficult job that faces a supervisor is learning how to effectively motivate and keephis/her employees motivated. The average person when asked how to motivate someone willtell you what motivates him or her. Unfortunately, everyone is different and what motivatesone employee may only make another employee angry. The method we use to motivate eachemployee must be tailored to the individual employee. We must offer them something thatvalue as an incentive to work towards a goal. One size does not fit all when it comes tomotivation. In this company HR peoples are committed to motivate people. They give somesort of motivation to work hard in the organization. Some of the motivating steps are 1. Increase salary 2. Promotion 3. Benefits like health, comfortable time, travelling expenses etc.4. bonuses5. profit sharing6. pension plans7. paid leaves8. purchase discounts9. Ensure a secure job 10. Compensate employees Maintenance: SQUARE GROUP OF COMPANY LTD. 25 The last phase of the HRM process is called the maintenance function. As the name implies,the objective of this phase is to put into place activities that will help retain productiveemployees. When one considers how job loyalty of employees has declined in the last decade-- brought about in part by management responses to leveraged buyouts, mergers,acquisitions, downsizing, changing family requirements and increased competition -- it is notdifficult to see the importance of maintaining employee commitment. To do so requires somebasic common sense and some creativity.HRM must work to ensure that the working

environment is safe and healthy; caring for employees well-being has a major effect on their commitment. HRM must also realize thatany problem an employee faces in his or her personal life will ultimately be brought into theworkplace. Employee assistance programs, such as programs that help individuals deal withstressful life situations, are needed. Such programs provide many benefits to the organizationwhile simultaneously helping the affected employee.In addition to protecting an employee s welfare, it is necessary to HRM to operateappropriate Communication Programs in the organization. Included in such programs is theability for employees to know what is occurring around them and to vent frustrations.Employee relations programs should be designed to ensure that employees are kept wellinformed and to foster an environment where employees voices are heard, if time and effortare expended in this phase. HRM may be available to achieve its ultimate goal of havingcompetent employees, who have adapted to the organization s culture, with up-to-date skills,knowledge, and abilities, who exert high energy levels, and who are now willing to maintaintheir commitment and loyalty to the company. This process is difficult to implement andmaintain but the rewards should be such that the effort placed in such endeavors is warranted.The maintenance function of HRM includes 1. the safety and health of employees2. staff communication,3. Employee relations.In the modern context, it can also refer to diversity management, especially in the context of cultural diversity management in the international HRM environment. SQUARE GROUP OF COMPANY LTD. 26 Major Findings There are some problems inside the organization that we found during our research. Theproblems are :(1) Labor turnover is moderately high.(2) In some sector of some department working condition is not so good.(3) Selection Process(4) The employees of the organization do not speak frankly with the visitors likestudents(5) Work specialization practice is common there.(6) SQUARE group do not select any employee from job fairs. Recommendation (1) There should be a good understanding between managers and lower level employees. SQUARE GROUP OF COMPANY LTD. 27 (2) They should recruit more people thus they can decrease the work pressure.(3) There should be a very skill full person in every sector to take the right decision.(4) The employees should be frankly with the visitors due to make more good reputationthan present Work specialization practice should be changed to avoid repetition.(5) Employees should be serious about their work and there should be a search option intheir web pages Conclusion Finally Square, with its progressive business outlook, believes and practices corporate work culture with a classic blend of efficiency and equity. square believes in company growth byincreasing efficiency level of employees and for that offering excellent environment andsupport for skill and knowledge up gradation. square values productivity as the spontaneouscontribution of Human Resources. Strategic Human Resource Development Programs are theenergy sources for square HR for running towards the zenith of success.. HR ensures the strong supporting role to develop & implement HR policy guidelines for ensuring uninterrupted operation and spontaneous participation to achieve

organizationalobjective as well as fulfillment of employee needs. HR is maintaining an effective way todeal with labor union and still no unrest has been recorded as dispute. Personnel working hereare taking care of square as if it is their own family. Employee-employer relation is cordialand supporting always. Bibliography We collected our dates from different types of book on management, journals, newspapers, website of Square Group and also from magazines.The websites we searched data from are: SQUARE GROUP OF COMPANY LTD. 28 <> <> <> -------------------------------------END-----------------------------------<> <> <> Square Group report Download this Document for FreePrintMobileCollectionsReport Document Report this document? Please tell us reason(s) for reporting this document Spam or junk Porn adult content Hateful or offensive If you are the copyright owner of this document and want to report it, please follow these directions <> to submit a copyright infringement notice. Report Cancel <javascript:void(0)> This is a private document. Question_small </static/help?type=private> Info and Rating Reads: 476 Uploaded: 02/28/2011 Category: /Uncategorized./ Rated: Copyright: Attribution Non-commercial Attribution_noncommercial <> <#> <#> <>

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