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SQUARE
PHARMACEUTICALS LTD
INTERNSHIP REPORT ON
RECRUITMENT AND
SELECTION PROCESS
Submitted to
Mohammad Behroz Jalil
Assis...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
Page iii
Letter Of Transmittal
Mohammad Behroz Jalil
Assistant Prof...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
Page iv
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
Page v
Acknowledgement
First of all, I wish to express my gratitude...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
Page vi
Declaration of the Student
I do hereby solemnly declare tha...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
Page vii
Table of Contents
Letter Of Transmittal .....................
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
Page viii
Mission.....................................................
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
Page ix
Observation:..................................................
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
Page x
Conclusion ....................................................
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
Page xi
Executive Summary
For my internship program, I got the oppo...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
1
Introduction
Internships are very important, because they substan...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
2
Scope of the Report:
I think have done my internship study with P...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
3
Methodology
Source of Information:
1. Primary: The primary inform...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
4
Company Overview
Square Pharmaceuticals Ltd. (SPL): is the leadin...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
5
exporting antibiotics and other pharmaceutical products. This ext...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
6
1998 Chemical Division of SQUARE Pharmaceuticals Ltd. starts
prod...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
7
2. Bulk Chemicals
3. AgroVet Products
Manufacturing Units : 1. Ph...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
8
 Square Herbal and Nutraceuticals Ltd.
 Square Cephalosporins L...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
9
 Square Securities Management Ltd.
Aegis Services Ltd.
 Square ...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
10
Objectives
Their objectives are “to conduct transparent business...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
11
& water etc. and the customers who buy its products & services b...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
12
continual improvement to ensure highest standard, customer satis...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
13
Existing Program of the Organization
 Exports Pharmaceuticals f...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
14
 Use local resources for proper utilization.
Product
SQUARE has...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
15
Solid suppository formulations
Metered Dose Inhalers (MDIs)
Dry ...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
16
Functional Departments:
SPL composes of various departments, som...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
17
 Quality Management & Audit
 Market Research & Planning Cell
M...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
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Sales Department
─ Pay regular visit to the doctors; show the be...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
19
Rangpur House # 36, Road # 2, R K Road, Islambag, Rangpur.
Khuln...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
20
Market Research and Planning Cell
─ Performing market survey on ...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
21
─ Coordination and follow-up of the designing and implementation...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
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─ Orientation and socializing new recruits and organizational me...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
23
We do not allow any female employees during night shift operatio...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
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Internship highlights
I am working there as an intern so I don‟t...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
25
• In this process there is no nepotism so there are higher possi...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
26
LITERATURE REVIEW
History of Human Resource Management
The Histo...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
27
Functional area of HRM:
 Human resource auditing
 Human resour...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
28
Manager, recruitment & employment Recruiting, Interviewing,
Test...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
29
recruitment effort to reflect present day requirements. Starting...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
30
because it is sometimes not circulated widely enough and employe...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
31
one sex or racial group. Also employing friends and relatives of...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
32
Advantages:
 It improves the morale of the employees
 The empl...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
33
concentrate only on its core activities and wants to relieve the...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
34
Before making a choice and making decisions as to which source s...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
35
precedes selection in staffing process. Selection involves choos...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
36
o Final approval: - The short listed candidates by the departmen...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
37
o Mechanical Aptitude Test - measures the capacity of a person t...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
38
will be conducted. Security checks can take a while if the candi...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
39
Findings
Recruitment & Selection at Square:
As we know, Recruitm...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
40
Recruitment Philosophy of SPL
In case of recruitment SPL follows...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
41
When the approval comes to HR, the process begins by collecting ...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
42
 HR CV Box
 Advertisement
 Internet Job Sites
 Employee Refe...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
43
Example: www.squarepharma.com.bd
WWW.bdjobs.com, www.prothomaloj...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
44
CV Box of SPL HR:
There is a Box for CV in SPL HR. In that box a...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
45
 Case Study
 Short question
 Broad question
Oral Interview
Fo...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
46
interview is generally taken by technical people. They find out ...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
47
Acceptance of Offer Letter & Joining Procedure
The joining also ...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
48
must go for pre-employment medical test and subject to satisfact...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
49
Salary should be determined based on the incumbent‟s background ...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
50
employees that defines the work relationship. This contract with...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
51
Analysis
SWOT Analysis:
Strength
 SPL has skilled scientists/te...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
52
 The built in positive impression on our products which is in t...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
53
 Inadequate manufacturing practices.
Opportunities
 In the mar...
INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
54
 Lowering of tariff protection has increased competition in dom...
Internship Report on Square Pharmaceuticals Ltd.
Internship Report on Square Pharmaceuticals Ltd.
Internship Report on Square Pharmaceuticals Ltd.
Internship Report on Square Pharmaceuticals Ltd.
Internship Report on Square Pharmaceuticals Ltd.
Internship Report on Square Pharmaceuticals Ltd.
Internship Report on Square Pharmaceuticals Ltd.
Internship Report on Square Pharmaceuticals Ltd.
Internship Report on Square Pharmaceuticals Ltd.
Internship Report on Square Pharmaceuticals Ltd.
Internship Report on Square Pharmaceuticals Ltd.
Internship Report on Square Pharmaceuticals Ltd.
Internship Report on Square Pharmaceuticals Ltd.
Internship Report on Square Pharmaceuticals Ltd.
Internship Report on Square Pharmaceuticals Ltd.
Internship Report on Square Pharmaceuticals Ltd.
Internship Report on Square Pharmaceuticals Ltd.
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Internship Report on Square Pharmaceuticals Ltd.

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The internship report primarily focuses on the Recruitment and Selection process of the
company. This report points out the existing conditions regarding employee recruitment and
selection that means find out the best personnel for the organization.

Publicada em: Recrutamento e RH
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Internship Report on Square Pharmaceuticals Ltd.

  1. 1. SQUARE PHARMACEUTICALS LTD INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS Submitted to Mohammad Behroz Jalil Assistant Professor School of Business and Economics United International University Submitted BY Mahfuz Ahamad Khan ID: 111093023 School of Business and Economics United International University Date of Submission: April 30, 2014
  2. 2. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS Page iii Letter Of Transmittal Mohammad Behroz Jalil Assistant Professor School of Business and Economics United International University Subject: Submission of Internship Report. Dear Sir I am hereby submitting my Internship Report, which is a part of the BBA Program curriculum. It is great achievement to work under your active supervision. This report is on Recruitment and Selection Process of Square Pharmaceuticals Ltd. I tried my level best to complete this report properly and to produce a meaningful report within all the constraints. I concentrated on areas that I believed would be the most relevant to make the report coherent as well as practical as possible. It was a great pleasure for working on this report to learn some real life lessons and firsthand knowledge on Human Resource Management. I shall be highly obliged if you are kind, enough to receive this report and provide your valuable judgment. I would be glad to furnish you with any clarifications, if required. I therefore submit it, hoping that you would excuse the minor flaws. Sincerely Yours ____________ Mahfuz Ahamad Khan ID: 111093023
  3. 3. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS Page iv
  4. 4. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS Page v Acknowledgement First of all, I wish to express my gratitude to the almighty ALLAH for giving me the strength to perform my responsibilities as an intern and complete the report within the stipulated time. I was given the opportunity to prepare a report for my internship program under the supervision of our honorable supervisor of Internship. It was a great opportunity for me to augment my knowledge about analyzing critical data and information. This report would have been incomplete without the help of certain people. The purpose of this part of the report is to pay a tribute to all of those cooperative people who gave their precious time to help me and without whose assistance it would have been impossible to finish the report. First of all, I would like to thank and express my gratitude to Mr. Mohammad Behroz Jalil, Assistant Professor, School of Business and Economics for his invaluable feedback and support. Also the special co-operation of my supervisor Mr. Md Shahidul Alom(Sr. Executive) was truly appreciable. I am also grateful to Mr. Md. Ali Hossain (Ex- AGM), Mr. Md. Younus Ali (Sr. Manager), Mr. Sagar Haldar(Sr. Manager), Mr. Md. Tariqul Bari (Sr. Executive), Mr. Md. Sazzad Hossain (Sr. Executive), Mrs. Nibedita Basak(Executive), Mr. Md. Ishfaqur Rahman(Sr. Executive) and Mr. Md. Tapan Mhamud(Executive), Mr. Shofiqul Islam(Executive), Mrs. Anjuman Ara (Sr. Executive) along with the other members of HR department in Square Pharmaceutical‟s Ltd. Without their valuable input, this report and research could not have been successful In the end, it is necessary to mention that, this report is the result of days of hard work, I am thankful to the people who have contributed greatly behind the completion of the report. Without their help, this report would not have been even completed within the deadline, let alone being a successful and helpful one.
  5. 5. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS Page vi Declaration of the Student I do hereby solemnly declare that the work presented in this Report has been carried out by me and has not been previously submitted to any other University / College / Organization for an academic qualification/certificate/diploma or degree. The work I have presented does not breach any existing copyright and no portion of this report is copied from any work done earlier for a degree or otherwise. I further undertake to indemnify the Department against any loss or damage arising from breach of the foregoing obligations. _____________________ Mahfuz Ahamad Khan ID-No: 111 093023 Program: Bachelor of Business Administration Major: Human Resources Management
  6. 6. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS Page vii Table of Contents Letter Of Transmittal .....................................................................................................................iii Acknowledgement .......................................................................................................................... v Declaration of the Student ............................................................................................................. vi Table of Contents.......................................................................................................................... vii Executive Summary....................................................................................................................... xi Introduction..................................................................................................................................... 1 Objective of the report ................................................................................................................ 1 Scope of the Report:.................................................................................................................... 2 Background of the study............................................................................................................. 2 Methodology................................................................................................................................... 3 Source of Information:................................................................................................................ 3 Scope of the research .................................................................................................................. 3 Limitations of the research.......................................................................................................... 3 Company Overview ........................................................................................................................ 4 Looking Beyond the Horizon.................................................................................................. 4 Corporate History........................................................................................................................ 5 Profile of Square Pharmaceuticals Ltd ....................................................................................... 6 Square Group at a glance ............................................................................................................ 7 Other sister concerns............................................................................................................... 9
  7. 7. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS Page viii Mission.................................................................................................................................... 9 Vision...................................................................................................................................... 9 Objectives ............................................................................................................................. 10 Corporate Focus.................................................................................................................... 10 Business Slogan .................................................................................................................... 10 The Corporate Slogan ........................................................................................................... 10 SQUARE Strive For ............................................................................................................. 10 SQUARE Quality Policy ...................................................................................................... 11 Functions of the Organization............................................................................................... 12 Existing Program of the Organization .................................................................................. 13 Present markets ..................................................................................................................... 13 Markets under exploration.................................................................................................... 13 Future Program of the Organization ..................................................................................... 13 Product.................................................................................................................................. 14 Functional Departments:........................................................................................................... 16 Main Functions: ........................................................................................................................ 17 Introduction to Human Resource Department:..................................................................... 21 Corporate Social Responsibility in SPL ............................................................................... 22 Position in Job Market .......................................................................................................... 23 Internship highlights ..................................................................................................................... 24
  8. 8. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS Page ix Observation:.............................................................................................................................. 24 Recommendation: ................................................................................................................. 25 LITERATURE REVIEW ............................................................................................................. 26 Findings......................................................................................................................................... 39 Recruitment & Selection at Square:.......................................................................................... 39 Human resources planning:....................................................................................................... 39 Talent Management is about Managing Talent .................................................................... 39 Recruitment Philosophy of SPL............................................................................................ 40 Recruitment & Selection Process: ............................................................................................ 40 Manpower Requisition:......................................................................................................... 40 Source of Recruitment .............................................................................................................. 41 Internal sources ..................................................................................................................... 41 External sources.................................................................................................................... 41 Screening of Candidates ....................................................................................................... 44 Final Selection ...................................................................................................................... 46 Recruitment of Contractual & Others................................................................................... 47 Employee Retention.............................................................................................................. 49 Analysis......................................................................................................................................... 51 SWOT Analysis:....................................................................................................................... 51 Recommendation .......................................................................................................................... 55
  9. 9. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS Page x Conclusion .................................................................................................................................... 57 Appendix.......................................................................................................................................... i References:................................................................................................................................... i Websites................................................................................................................................... i Figures: .......................................................................................................................................ii Pictures:....................................................................................................................................... x
  10. 10. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS Page xi 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 Recruitment and Selection, training and development initiatives are implemented in a company. The internship report primarily focuses on the Recruitment and Selection process of the company. This report points out the existing conditions regarding employee recruitment and selection that means find out the best personnel for the organization. The first part is focused on the Introduction, background, scope, limitations, methodology, data collection & processing method for the study. The second part is focused on the overview of the Square Pharmaceuticals Limited. It contains short profile of the Organization, The Organization‟s History and activities. The Third part is focused on the theoretical part of Human Resource Management and its Policies. It contains the basic idea about Human Resource, the basic function of human resource management, Recruitment & Selection process, training and Development process etc. The fourth part is focused on the recruitment and selection process of Square Pharmaceuticals Limited. It contains the recruitment & selection policy, steps, ways of sourcing, process of interview, process of inspection about the interviewee etc. The fifth part of this report contains the Statistical Data Analysis, Findings on the basis of data collected through questionnaire. The Sixth part contains recommendation and conclusion of this report. As I was placed in the CHQ, the report mostly concentrated on how to maintain the effective recruitment and selection process that means identifying and attracting a group of potential candidates from within and outside the organization for employment and evaluating the development initiatives of the CHQ executives, senior executives and managers that in turn facilitate organizational development in Square Pharmaceuticals Ltd.
  11. 11. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 1 Introduction Internships are very important, because they substantially increase the chance of graduates finding employment. To an employer, a candidate who has spent time working for a firm within a particular industry shows dedication to a particular career, enthusiasm for a particular job and importantly, has experience. Internships will provide experience to see if a particular industry or career is the right choice for you. By doing several different types of internships, students can compare different career fields and better understand where their skills and interests are best suited. For example, if you are a business major and interested in marketing and advertising, you might want to get an internship in both of these areas to find out more about each one and learn about the duties and responsibilities of each job. Objective of the report The main objective of this study is to understand the process of recruitment and selection of Square Pharmaceuticals Limited and its impact. To achieve the main objective this study highlights some specific objectives that can be the following manner:  To achieve the particular knowledge, understanding, and obtaining experience on the operational aspects of the Bank and HRM as well.  To focus on theoretical knowledge in the field of Human Resource Management.  To analyze Human Resource Practices and examine the recruitment and selection procedure of Square Pharmaceuticals Limited.  To assess and evaluate the existing recruitment and selection procedure of Square Pharmaceuticals Limited with the standard  To find out the shortcoming of existing recruitment and selection procedure of Square Pharmaceuticals Limited.  To summarize the recommendations of existing recruitment and selection procedure of HRD at Square Pharmaceuticals Limited.
  12. 12. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 2 Scope of the Report: I think have done my internship study with Principle Branch of South East Bank Ltd. as a rare opportunity to enrich my learning. From the very beginning all the personnel of the Bank extended me their sincere assistance and cooperation. I had to ask question and clarification from personnel of different level of the Bank who, have subsequently helped me to understand. Though it is the first time in the bank as an internee I never felt very uncomfortable with process of working environment of the bank. Background of the study There is no doubt that the world of work is rapidly changing. As part of an organization then, HRM must be equipped to deal with the effects of the changing world of work. For them this means understanding the implications of globalization, technology changes, workforce diversity. Changing skill requirements, continuous improvement initiatives contingent workforce, decentralized work sites and employee involvement are the issue for confront. Now it is a big challenge for the HRM to support the organization by providing the best personnel for the suitable position in shortest possible time. Starting with recognizing the vacancies and planning for them is a great task. Moreover selecting attracting the suitable candidates and selecting the best person in time is a challenge. The cost of the recruitment is significant. So, proper planning and formulate those plan is the task that require more focus and improvement. Equal opportunity and sourcing is also a vital part. Realizing this need we tried to find the difference and similarities between theoretical aspects with the practical steps taken by the company. We took an attempt to demonstrate the feature for the further improvement.
  13. 13. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 3 Methodology Source of Information: 1. Primary: The primary information collected through face to face interview, observation, and by participation in the recruitment and selection process. 2. Secondary: The secondary information collected from website, Magazine, Memorandum, Journals, books and some other relevant sources. Both primary and secondary data sources were used to generate this report. Primary data sources are scheduled survey, informal discussion with professionals and observation while working in different desks. The secondary data sources are different published reports, manuals etc. Scope of the research The report deals with the recruitment and selection process in terms of theoretical point of view and the practical use. The study will allow learning about the recruitment and selection issues, importance, modern techniques and models used to make it more efficient. The study will help to learn the practical procedures followed by the leading organizations. Moreover the study will help to differentiate between the practice and the theories that direct to realize how the organization can improve their recruitment and selection process. Limitations of the research The main limitation of the study is the collection of information. Because most of the information are confidential. So they don‟t want to disclose them. And I am not able to show any forms which they use in the time of joining or we use to upgrade the files.
  14. 14. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 4 Company Overview Square Pharmaceuticals Ltd. (SPL): is the leading Bangladeshi pharmaceutical company and it is the most successful venture as well as the „Flagship Company‟ of the „Square Group‟, a renowned local business conglomerate. Square is a group of more than 30 companies that are operating in the nation. Most of these companies are renowned around the nation for their quality product / service and most of all their transparent and ethical business policies. SQUARE today symbolizes a name – a state of mind. But its journey to the growth and prosperity has been no bed of roses. From the inception in 1958, it has today burgeoned into one of the top line conglomerates in Bangladesh. Square Pharmaceuticals Ltd., the flagship company, is holding the strong leadership position in the pharmaceutical industry of Bangladesh since 1985 and is now on its way to becoming a high performance global player. SQUARE Pharmaceuticals Limited is the largest pharmaceutical company in Bangladesh and it has been continuously in the 1st position among all national and multinational companies since 1985. It was established in 1958 and converted into a public limited company in 1991. The sales turnover of SPL was more than Taka 5 Billion (US$ 90 million) with about 15% market share (April 2003 – March 2004) having a growth rate of about 16%.  SPL was-  First to manufacture and market Metronidazole, Ampicillin and Cotrimoxazole after the expiry of patents.  First to export antibiotics and other ethical drugs overseas.  First to develop sustained release technology locally.  First to achieve an all-time industry high record sales turnover of US$ 25 million.  First to locally produce high tech Metered dose Inhalation (MDI) formulations. Looking Beyond the Horizon SQUARE Pharmaceuticals Limited has extended her range of services towards the highway of global market. She pioneered exports of medicines from Bangladesh in 1981 and has been
  15. 15. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 5 exporting antibiotics and other pharmaceutical products. This extension in business and services has manifested the credibility of Square Pharmaceuticals Limited. Corporate History The company was founded in 1958 by Samson H. Chowdhury along with three of his friend as a private firm. It went public in 1991 and is currently listed on the Dhaka Stock exchange. Square Pharmaceuticals Ltd., the flagship company, is holding the strong leadership position in the pharmaceutical industry of Bangladesh since 1985 and it has been continuously in the 1st position among all national and multinational companies since 1985. Square Pharmaceuticals Ltd Is now on its way to becoming a high performance global player. Year Milestones 1958 Establishment of SQUARE Pharma as a Partnership Firm. 1964 Converted into a Private Limited Company. 1974 Technical Collaboration with Janssen Pharmaceuticals, Belgium, a subsidiary of Johnson and Johnson International, USA. 1982 Technical Collaboration with Janssen Pharmaceuticals, Belgium, a subsidiary of Johnson and Johnson International, USA. 1987 Licensing Agreement signed with F. Hoffman-La Roche & Co Ltd., Switzerland. 1991 Achieved market-leadership in the pharmaceutical market of Bangladesh among all national and multinational companies. 1994 Pioneer in pharmaceutical export from Bangladesh. 1995 Converted into a Public Limited Company 1997 Initial Public Offering of shares of SQUARE Pharmaceuticals Ltd.
  16. 16. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 6 1998 Chemical Division of SQUARE Pharmaceuticals Ltd. starts production of Active Pharmaceutical Ingredients (API). 2001 Won the National Export trophy for exporting pharmaceuticals. 2004 Agro-chemicals & Veterinary Products division of SQUARE Pharmaceuticals starts its operation. 2005 US FDA/UK MCA standard new pharmaceutical factory goes into operation built under the supervision of Bovis Lend Lease, UK. 2007 SQUARE enlisted as UNICEF's global supplier. 2009 New State-of-the-Art SQUARE Cephalosporins Ltd. goes into operation; built under the supervision of TELSTAR S.A. of Spain as per US FDA/ UK MHRA requirements. 2012 SQUARE Pharmaceuticals Ltd., Dhaka Unit gets the UK MHRA approval. Profile of Square Pharmaceuticals Ltd Corporate Headquarters : SQUARE CENTRE 48, Mohakhali Commercial Area Dhaka 1212, Bangladesh Factory : Shalgaria, PabnaTown, Pabna Established : 1958 Constitution : Public Ltd Company Founder Chairman : Mr. Samson H Chowdhury Chairman : Mr. Samuel S Chowdhury Managing Director : Mr. Tapan Chowdhury Details of Business : 1. Pharmaceuticals Products
  17. 17. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 7 2. Bulk Chemicals 3. AgroVet Products Manufacturing Units : 1. Pharmaceuticals Division 2. Agro Vet Division 3. Chemical Division Square Group at a glance  Square Toiletries Ltd.  Square Consumer Products Ltd.  Square Textiles Ltd.  Square Knit Fabrics Ltd.  Square Fashions Ltd.  Square Health and Hygiene Product Ltd.
  18. 18. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 8  Square Herbal and Nutraceuticals Ltd.  Square Cephalosporins Ltd.  Square Hospitals Ltd.  Square InformatiX Ltd.  Media Com  Maasranga Television  Maasranga Production  Sabazpur Tea Company Ltd.
  19. 19. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 9  Square Securities Management Ltd. Aegis Services Ltd.  Square Pharmaceuticals Ltd. Other sister concerns - Square Spinnings Ltd. - Square Agro Development and Processing Ltd. - Square Yarns Ltd. - Square Biotechs Ltd. - Square Holdings Ltd. - Square Air Limited Mission The Company‟s mission is “to produce and provide quality and innovative healthcare relief for people, maintain stringently ethical standard in business operation also ensuring benefit to the shareholders, stakeholders and the society at large. Vision The company views “business as a means to the material and social wellbeing of the investors, employees and society at large, leading to accretion of wealth through financial and moral gains as a part of the process of the human civilization.”
  20. 20. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 10 Objectives Their objectives are “to conduct transparent business operations within the legal & social frame work with aims to attain the mission reflected by our vision.” Corporate Focus To emphasize on the quality of product, process and services leading to growth of the company imbibed with good governance practices are the main corporate focus. Business Slogan Square Pharmaceuticals Limited always upholds the dictum: “Dedicated to advanced technology.” The Corporate Slogan Square Group of industries has a common corporate Slogan which is: “Jibon Bachatey, Jibon Sajatey.” SQUARE Strive For Above all, for top quality health care products at the least cost reaching the lowest rungs of the economic class of people in the country. SQUARE values our social obligations. - SQUARE owe to its shareholders and strive for protection of their capital as well as ensure highest return and growth of their assets. - SQUARE strive for best compensation to all the employees who constitute the back-bone of the management and operational strength of the Company through a pay-package composing salary/wages, allowances, bonus, profit participation, leave salary and superannuation & retirement benefits. - SQUARE strive for best co-operation of the creditors & debtors the banks & financial institutions who provide financial support when it needs them, the suppliers of raw materials & suppliers who offer it at the best prices, the providers of utilities-power, gas
  21. 21. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 11 & water etc. and the customers who buy its products & services by redeeming their claim in time by making prompt payment and by distributing proper product on due dates. - SQUARE strive for fulfillment of its responsibility to the Government through payment of entire range of due taxes, duties, and claim to various public agencies. - SQUARE strive, as responsible citizen, for a social order devoid of malpractices, anti- environmental behaviors, unethical and corruptive dealings. - SQUARE strive for practicing good governance in every sphere of activities covering inter alliance not being limited to, disclosure & reporting to shareholders holding AGM in time, distribution of dividends and other benefits to shareholders, reporting/dissemination of price sensitive information, acquisition of share by insiders, recruitment & promotion of staff, procurement & supplies, sale of assets etc. all that directly and indirectly affect the interest of concerned groups – the shareholders, the creditors, suppliers, employees, government and the public in general. SQUARE Quality Policy  Ensure strict compliance with WHO CGMP standards and local regulatory norms in every phase of sourcing & procuring quality materials, manufacturing, quality assurance and delivery of medicines.  Ensure all activities through documented Quality Management System (QMS) complying International Standard requirements of ISO 9001 through continuously developing Human Resources by regular training and participation.  SQUARE is committed to undertake appropriate review, evaluation and performance measurement of processes, business activities and Quality Management System for
  22. 22. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 12 continual improvement to ensure highest standard, customer satisfaction, developing human resources and company's growth.  Business should support and respect the protection of internationally proclaimed human rights with in their sphere of influence.  Make sure that they are not complicit in human rights abuses.  Business should uphold the freedom of association and the effective recognition of the right to collective bargaining.  The elimination of all forms of forced and compulsory labor.  The effective abolition of child labor.  Elimination discrimination in respect of employment and occupation.  Business should support a precautionary approach to environmental challenges.  Undertake initiatives to promote greater environmental responsibility.  Encourage the development and diffusion of environmentally friendly technologies.  Business should work against corruption in all its forms, including exportation and bribery. Functions of the Organization Ensure strict compliance with WHO GMP standards and local regulatory norms in every phase of sourcing & procuring quality materials, manufacturing, quality assurance and delivery of medicines. Ensure all activities through documented Quality Management System (QMS) complying International Standard requirements of ISO 9001 through continuously developing Human Resources by regular training and participation. SPL is committed to undertake appropriate review, evaluation and performance measurement of processes, business activities and Quality Management System for continual improvement to ensure highest standard, customer satisfaction, developing human resources and company's growth.
  23. 23. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 13 Existing Program of the Organization  Exports Pharmaceuticals finished products  Offers quality products at competitive price  Offers more than 250 off-patent and on-patent molecules  Offers facilities for contract manufacturing  Provides assistance in product promotion and training in overseas markets Present markets SQUARE Pharmaceuticals is already supplying products to the following markets: Asia: Afghanistan, Bhutan, Cambodia, Macau, Malaysia, Myanmar, Nepal, Papua New Guinea, Sri Lanka, Tajikistan, Vietnam, Yemen Africa: Gambia, Ghana, Kenya, Libya, Mauritius, Niger, Somalia, Sudan, Tanzania South America : Belize, Costa Rica, Guatemala SQUARE Pharmaceuticals is also supplying to the UK further to the approval of its general plant by the MHRA. Markets under exploration Asia: Hong Kong, Iran, Laos, Maldives, Philippines, Qatar, Saudi Arabia, Thailand, UAE Africa: Algeria, Chad, Comoros Island, Ethiopia, Malawi, Mozambique, Nigeria, Rwanda, Sierra Leone, South Africa Europe: Germany, Kosovo, Romania, Russia, Ukraine South America: Brazil, Colombia, El Salvador Future Program of the Organization  Strengthen its position in the present markets.  Work is in progress to enter into regulated markets in Europe and United States.  Develop new products in competitive price.
  24. 24. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 14  Use local resources for proper utilization. Product SQUARE has latest technologies for production of a wide varieties of dosage forms including Tablet, Sustained Release formulation, Capsule, Metered Dose Inhaler (MDI), Injectable, Syrup (liquid and dry), Suspension (liquid and dry), Pediatric Drops, Nasal & Ophthalmic formulations, Topical Gel/Ointment/Cream, and oral care formulations. Current product mix of SQUARE Pharmaceuticals Ltd. comprised of products from the following types of Drug Delivery Systems: Tablets Non-coated (Vaginal, Dispersible, Chewable, Plain) Coated (Sugar coated, Film coated, Enteric coated) Sustained released (coated/non-coated) Capsules Injectable Vials containing dry powder for injections Small volume parenteral Liquids ─ Oral (suspension, syrup, drops, and stomatologicals) ─ Topical solutions ─ Nasal drops Dry powders ─ Oral (for reconstitution to make suspension, syrup and drops) ─ Topical Semisolids (creams, ointments and gels)
  25. 25. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 15 Solid suppository formulations Metered Dose Inhalers (MDIs) Dry Powder Inhalers (DPIs) Sterile Ophthalmic Formulations (drops) Therapeutic Range (Formulation) ─ Analgesics/Antipyretics ─ Anthelmintics ─ Antiallergics ─ Antidepressants ─ Antidiabetics ─ Antidiarrheals ─ Antiemetics/Gastroprokinetics ─ Antifungal Systemic ─ Antigout ─ Antihistaminics ─ Antihypertensive / Antianginal ─ Antiinfectives/Antibacterial ─ Antimalarial ─ Antiprotozoals ─ Antiseptics/Disinfectants ─ Antispasmodics ─ Antiulcerants ─ Antivirals ─ Bone resorption preparations ─ Dermatologicals ─ Enzymes ─ Expectorants/Antitussives ─ Hematinics ─ Lipid modifiers/Antiobesity ─ Nootropics ─ NSAIDs ─ Ophthalmic preparations ─ Sedatives/Tranquilizers/Muscle Relaxants ─ Bronchodilators/Antiasthmatic ─ Vitamin and mineral preparations ─ Androgen suppressants ─ Anti-migraine ─ Laxatives ─ Neurological
  26. 26. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 16 Functional Departments: SPL composes of various departments, some of them being “cross-functional” due to operational requirements. The number of departments shows the complexity the SPL management has to go through to make the company work in sync. The functional departments are as follows:  Product Management Department (PMD)  Sales Department  Medical Services Department (MSD)  Accounts & finance Department  General Service Department (GSD)  Information Technology (IT) Department  International Marketing Department  Marketing Supply Chain Management  Technical Service Department (TSD)  Distribution Department  Human Resources  Share & Corporate Affairs  Supply Chain Management  Quality Assurance  Engineering  Production  Product Development & Validation  Internal Audit
  27. 27. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 17  Quality Management & Audit  Market Research & Planning Cell Main Functions: Marketing Introducing new products is one of the important objectives of the company. But there are some complaints regarding packaging of the products. But the company has now concentrated in this area and working hard to bring attractive and good packaging. Government fixes Price of most of the essential drugs. The number is 118 products. The company can fix price of other products but needs to take approval of government. In pricing a product, Square Pharmaceuticals Ltd. usually follows target pricing. Premium prices cannot be charged, as all the competitor products are similar and not much distinguishable from each other. But prices of some products are still higher than the competitors. But since Square Pharmaceuticals Ltd. does not compromise with the quality, sometimes they have to charge higher to ensure the highest quality possible. Personal selling is the main weapon in Pharmaceuticals industry. Medical representatives of the company go to the doctors to promote the products. The quality of medical representative is assumed to be the best in Square Pharmaceuticals Ltd. They are selected after a careful scrutiny and are sent to market after some extensive training. Medical Services Department (MSD) The main functions of MSD are as follows: ─ Arranging clinical meeting with the physicians on different products ─ Provide answers to different queries of the physicians through mail or telephone. ─ Arranging education programs for the rural medical practitioners ─ Publishing of medical journals ─ Arranging of special promotional campaign of different products
  28. 28. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 18 Sales Department ─ Pay regular visit to the doctors; show the benefits of new existing products with the help of promotional tools. ─ Monitor the competitors‟ activities. ─ Handles initial product queries from doctors and product complain from the market. ─ Receive sales order from the retailers /drug stores. ─ Coordination among different markets ─ Market rearrangement ─ Handling different problems of field forces. Distribution Department ─ Ensure smooth distribution of products to all over the country ─ Collection of payments from the customers ─ Performs functions as the representative of SPL at the depot level. ─ Maintenance of vehicles and depots Distribution Network SQUARE is committed to ensure better life through quality medicine. The ultimate motto is to ensure customer satisfaction by exceeding their level of expectations. SPL has 21 Sales and Distribution offices in the following places in Bangladesh: Depot Address Dhaka 355-356, Tejgaon Industrial Area, Dhaka-1208. Pabna Hospital Road, Salgaria, Pabna. Bogra 877/A, MS Road, Bakshi Bazar, Malati Nagar, Bogra
  29. 29. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 19 Rangpur House # 36, Road # 2, R K Road, Islambag, Rangpur. Khulna Alhamdulillah, 25 Usufe Road, Mirzapur, Khulna-9100 Barisal 502/532 South Alekanda, 1 No. C & B Pool, C &B Road, Barisal. Comilla 400/363, Shishu Mangol Road, Kandirper Comilla. Mymensingh 5/A/04 & 5/A/05, Shaheb Quarter, Kachijuli, Mymensingh Chittagong House No-1/C, Baijid Bostami Road, East Nasirabad, Chittagong-4000. Maizdee 234/B, Hospital Road, Maizdee Court, Noakhali. Sylhet Sabina Mohal, 44, Payra, Darshandewry, Dorga Mohalla, Sylhet. Tangail Biswas Betka, Dhaka Road, Tangail Rajshahi 106, Ambagan, Senanibas Sarak, Rajshahi Faridpur Mission Road, Christian Mission, Police Line, Faridpur. International Marketing Department ─ Exploration of new markets all over the world ─ Operating of export business in the different countries ─ Provide training to field forces in overseas countries ─ Provide all types of documents for registration of SPL‟s products in overseas countries.
  30. 30. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 20 Market Research and Planning Cell ─ Performing market survey on the Bangladesh Pharmaceuticals Market ─ Regular prescription share analysis and report generation for SPL market share analysis. ─ Performing different market research work on different issues ─ Provide all kinds of support to Field Colleagues in effective planning in the market level. Quality Management and Audit ─ Ensure the practices of Quality Management System (QMS) at every stage of operations of SPL in full compliance with ISO 9001. ─ Monitor the activities to ensure compliance with defined quality policy at every stage of business. ─ Develop process and instructions for continuous development of operations to increase productivity. Production Planning and Inventory Cell (PPIC) Prepare the monthly production schedule of different products Maintain the inventory status of different raw materials and packaging materials Technical Services Department (TSD) ─ Provide technical support to QC, QA, Production and other departments with regards to any kind of technical issues. ─ To procure new Raw Material and production and quality facilities in coordination with Commercial Dept. ─ Development of formulation of new products ─ Selection of machinery and equipment including spare parts.
  31. 31. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 21 ─ Coordination and follow-up of the designing and implementation of the Master Plan of the factory. All matters related to development of factory facilities. ─ Handling various forms of product complaints from market, field forces, and different departments. ─ Recipe development and necessary changes in formulations, product improvement. Introduction to Human Resource Department: 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 by increasing efficiency level of employees and for that offering excellent environment and support for skill and knowledge up gradation. SQUARE values productivity as the spontaneous contribution of Human Resources. Strategic Human Resource Development Programs are the energy sources for SQUARE HR for running towards the zenith of success. Flow of clear and specific information and justification of queries play the vital role to ensure the market reputation of SQUARE as the most trusted and transparent company and it enriches the motivation level of HR who are the real contributors and owners of his/her own jobs. At SQUARE, HRD symbolizes the unique blending of professionalism as well as sharing the stress and success equally like a family where every member has deep concern, feelings and pride for their own company SQUARE.HR ensures the strong supporting role to develop & implement HR policy guidelines for ensuring uninterrupted operation and spontaneous participation to achieve organizational objective as well as fulfillment of employee needs. Figure 1: Organogram of HR(see appendix) HR is maintaining an effective way to deal with labor union and still no unrest has been recorded as dispute Personnel working here are taking care of SQUARE as it is their own family. Key functions accomplished by HRD: ─ Job evaluations and descriptions establishment ─ Recruitment and staffing policies and processes
  32. 32. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 22 ─ Orientation and socializing new recruits and organizational members ─ Employee training and development facilitations and management ─ Employee performance management and evaluation ─ Compensation and benefits determination as per job evaluation ─ Talent retention strategies ─ Facilitating career development and enrichment of human resources ─ Maintaining and updating databases of manpower/personnel ─ Maintaining liaison and communication with past. present and potential employees Going through capability and disciplinary procedures for further “actions” .With around 7500 employees, SQUARE Pharmaceuticals also has to follow the above trends. Corporate Social Responsibility in SPL Corporate Social Responsibility (CSR) is the continuing commitment by business to behave ethically and contribute to economic development while improving the quality of life of the workforce and their families as well as of the local community and society at large. Our Business Motivation is Being Good by Doing Well and to conduct transparent business operations based on market mechanism within the legal, ethical & social framework with aims to attain the mission reflected by our vision. We scale-up CSR activities to consider the interests of our external & internal stakeholders like customers, employees, vendors, shareholders, society, government etc. and ecological & ethical considerations in all aspects of operations. SQUARE is one of the pioneer signatories of United Nations Global Compact (UNGC) in Bangladesh. UNGC principles are aligned with company‟s culture from the very outset. SQUARE recognizes that progressive labour policies are good business practices, especially for a company like us that has global ambition. We follow laws and encourage work environment that welcomes diversity and also follow non-discrimination & fair treatment policy both in the recruitment & selection process and performance management system. We have Trade Union & our HR policies have been continuously up-to-dated as per existing labour law of the country.
  33. 33. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 23 We do not allow any female employees during night shift operations & we strictly prohibit any form of forced labour. We actively pursue the policy of No child labour in SQUARE. Transparency & business ethics is the core value of SQUARE and it is strictly followed at every step of the business processes. Every business in SQUARE is modeled in a way that enables the management to ensure highest degree of both financial and behavioral accountability. SQUARE pursues Zero Tolerance policy against all kinds of corruption. SQUARE's activity goes well beyond the sphere of business. As socially conscious and responsible corporate body SQUARE is committed to the improvement of the society as a whole. Meril-Prothom Alo festival sponsored by SQUARE, has become a national calendar event. SQUARE helps many NGO's in their effort to make available healthcare to the disadvantage population of the country. It sponsors programs to build awareness on the healthcare need. SQUARE is also a major sponsor of sporting events in the country. SQUARE is proud to be a Bangladeshi Company actively involved in various field of CSR activity. Training & Development of HR Training & development of human resources is an important issue in all organization. Without proper training & development program a company cannot achieve its success & growth. Moreover for proper utilization of human resources providing training & development of skills & quality is essential. Square Pharmaceuticals Ltd. also provides some sort of training to their employees & develops the skills & abilities of their employees. Position in Job Market Square Pharmaceuticals conducted a Survey Questionnaire for judging their position in job market. The Survey was conducted by HRD of SPL and respondent was the student of different University.
  34. 34. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 24 Internship highlights I am working there as an intern so I don‟t have to handle any core responsibilities. I only look after the supporting work, like: Written exam Coordination, Calling Interview for Selected Participants, Coordinating Interviews, Collecting and summarizing job applications, taking written exam etc. and creating new employees files. Creates New Files: At a time more than one people can join in an organization and all of them have different files which creates by us. Lots of papers we have to accumulate with new files like joining forms, disclosures forms, declaration forms, gratuity forms, Conflict of Interest, Medical reports, Pre-employment medical test, CV with Certificates, Job Advertisement, Manpower Requisition forms, CV shortening criteria, Tabulation Sheets (1st interview,2nd interview, written test), Approval note, Appointment Letter etc. Written exam Coordination: Coordinate written exam in exam period like guard the candidates in the time of exam. I any candidates eels any kind of problem then solve it by conducting with the respective officer. Collecting and summarizing job applications: Square has a policy that they summarize the applicants cv to get an overview of applicants at a glance. This process is called CV Summary. Checking answer script: One of the major tasks I have to do in SPL is to check answer scripts for different recruitment tests as well as trainees quiz scripts. Preparing result of assessments: SPL employees use MS excel to do most of the tasks. Thus I learned some excel functions from my internship program. One of them is to preparing assessment results. Provide support in scheduling and preparing questions: One of the important tasks I have done during my internship period is scheduling interviews and helping to create written exam questions. Also sometimes I helped them to find answers to those questions. Observation: • HR Division is very alert for selecting candidates and also the process is very transparent so that they can choose the best candidates among applicants.
  35. 35. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 25 • In this process there is no nepotism so there are higher possibilities to be selected without having any back up. • When they search for any experienced people they give more concentration on Previous experienced, Educational background, length of services etc. so that they can select the most suitable experienced people. • When they select entry level candidates than they concentrate more on pro-activeness, creativeness, ideas which related with the post. • Square Pharmaceuticals Ltd. has CV bank. At the time of Selection process they collect CV form the bank and give chinch to them. • In the time of calling the candidates for interview or written exam, if the candidates missed then the officers try hard to inform them. • HR selects candidates from a pull of application so that they can choose most suitable candidates. But also the process has some problems like the space for written exam is very small, so accommodation of all candidates is tough. And the difference between calling candidates and taking interview is very short so sometimes it creates problems to contact with candidates. Recommendation: Working environment is very good in Square Pharmaceuticals Limited. They are very friendly to help each other. Any one feels pleasure to work in Square. If they take corrective decision in beginning of starting a work then many mistakes can be solved. For example: there are many interview rooms are available if two of interview room are converted into a written exam room or then no problem will arise. If we consider two or three problems then the functioning processes are very good.
  36. 36. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 26 LITERATURE REVIEW History of Human Resource Management The History of Human Resource Management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. According to Gray Dessler, The policies and practices one needs to carry out the „People‟ or human resource aspects of a management position, including recruiting, screening, training, rewarding and appraising. Human resource management has its roots in the late and early 1900's. When there are less labor then there are more working with machinery. The scientific management movement began. This movement was started by Frederick Taylor when he wrote about it a book titled „The Principles of Scientific Management‟. The book stated, "The principal object of management should be to secure the maximum prosperity for the employer, coupled with the maximum prosperity for each employee.” Taylor believed that the management should use the techniques used by scientist to research and test work skills to improve the efficiency of the workforce. Also around the same time came the industrial welfare movement. This was usually a voluntary effort by employers to improve the conditions in their factories. The effort also extended into the employee‟s life outside of the work place. The employer would try to provide assistance to employees to purchase a home, medical care, or assistance for education. The human relations movement is the major influence of the modern human resource management. The movement focused on how employees group behavior and how employee feelings. This movement was influenced by the Hawthorne Studies.
  37. 37. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 27 Functional area of HRM:  Human resource auditing  Human resource strategic planning  Human resource planning  Manpower panning  Recruitment / selection  Induction  Orientation  Training  Management development  Compensation development  Performance appraisals  Performance management  Career planning / development  Coaching  Counseling‟s  Staff amenities planning  Event management  Succession planning  Talent management  Safety management  Staff communication  Reward Responsibility of HR department in large organization Position Job Responsibilities HR Executive committee, organization planning, HR planning & policy, Organization development
  38. 38. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 28 Manager, recruitment & employment Recruiting, Interviewing, Testing, Placement & Termination Manager , compensation & benefits Job analysis and evaluation, surveys, Performance appraisal, compensation administration, bonus, Profit sharing plans, Employee benefits. Manager, Training & Development Orientation, Training, Management development, Career Planning & development Manager, Employee relations EEO relations, contract compliance, staff assistance programs, Employee counseling. Recruitment Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. It is undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Job analysis The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search. Oftentimes a company will have job descriptions that represent a historical collection of tasks performed in the past. These job descriptions need to be reviewed or updated prior to a
  39. 39. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 29 recruitment effort to reflect present day requirements. Starting recruitment with an accurate job analysis and job description insures the recruitment effort starts off on a proper track for success. Sourcing Sourcing involves the following steps: Internal sources: The most common internal sources of internal recruitment are Personal References The existing employees will probably know their friends or relatives or colleagues who could successfully fill the vacancy. Approaching them may be highly efficient method of recruitment but will almost certainly offend other workers who would have wished to have been considered for the job. To keep employees satisfied make sure that potentially suitable employees are informed of the vacancy so that they can apply. Also anyone else who is likely to be interested is told about it as well so that they can apply for the job. Notice Boards This is the convenient and simple method of passing on important messages to the existing staff. A job advertisement pinned to a notice board will probably be seen and read by a sufficient number of appropriate employees at little or no cost. However many of the staff will probably not learn of the vacancy in this way either because the notice board poorly located or is full of out dated notices that they don‟t bother to look at it, as they assume there is nothing new to find out. A notice board must be ensured that it is well suited. Wherever it is been placed it should be certain that it is seen by everyone. It means there must be equal opportunity to see to it and this happens when they know that just important topical notices are on display. Attention must be paid to the design and contents of the notice if it is to catch the eye and make the employee read on and then want to apply for the job. Newsletters Many companies regularly produce in-house newsletters, magazines or journals for their staff to read. It is hoped that latest company news sheet is read avidly by all staff thus ensuring that everyone is aware of the job opportunity advertised in it. Unfortunately this is not always so,
  40. 40. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 30 because it is sometimes not circulated widely enough and employees may find it boring and choose not to read it. Newsletter can be utilized as the source of recruitment if it is convinced that everybody will see a copy. Memorandum Possibly the best way of circulating news of the job vacancy is to send memorandum to department managers to read out to the teams or to write all employees perhaps enclosing memoranda in wage packets if appropriate. However it can be a time consuming process to contact staff individually, especially if there is a large work force. It should also be kept in mind as to in which way the memorandum is phrased out so that the job appeals to likely applicants. External sources: There are many sources to choose from if you are seeking to recruit from outside the company.  word of mouth  notices  job centers  private agencies and consultants  education institutions  the press  radio  television Two or three points are discussed below. Word of Mouth Existing employees may have friends and relatives who would like to apply for his job. Recruiting in this way appears to be simple, inexpensive and convenient. Never use word of mouth as a sole or initial source of recruitment if the work force is wholly or predominantly of
  41. 41. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 31 one sex or racial group. Also employing friends and relatives of present employees may be imprudent because it is not certain that they are as competent as the current staff. Notices Displaying notices in and around business premises is a simple and often overlooked method of advertising a job vacancy. They should be seen by a large number of passerby‟s, some actively looking for work. It can also be inexpensive with a notice varying from a carefully hand written post card up to a professionally produced poster. Pay attention to the appearance and contents of the notice if it is intended that it is applied by the right people. Job Centers Most large towns have a job center which offers employers a free recruitment service, trying to match their vacancies to job seekers. Staff will note information about a post and the types of person sought and then advertise the vacancy of notice boards within their premises. Job center employees can further help if requested to do so by issuing and assessing application forms and thus weeding out those applicants who are obviously unsuitable for the position. Short listed candidates are then sent out for the employer to interview on his business premises. Recruiting internally and externally Internal Recruiting: Recruiting from among the existing workforce offers many advantages. Seeing your employees at work on a day-to-day basis will enable you to evaluate their particular strengths and weakness accurately and choose the most suitable person for the position. When the company recruits from within the organization the employees will feel important and highly valued since it appears that the organization immediately turns to them whenever a vacancy occurs. Their work rate and performance should improve as well as they will realize that increasing job opportunities are available to them if they are industrious and successful at their jobs. However any method has its own merits and demerits.
  42. 42. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 32 Advantages:  It improves the morale of the employees  The employee is in better position to evaluate those presently employed than outside conditions  It promotes loyalty among the employees, for it gives them a sense of job security and opportunities of advancement.  These people are tried and can be relied upon Disadvantages:  It often leads to inbreeding and discourages new blood from entering into an organization.  There are possibilities that internal sources may “dry up” and it may be difficult to find the requisite personnel from within an organization.  No innovation are made no new thinking so on new inputs which is very much essential for the growth of the organization  Usually promotions are based on seniority so the danger is that really capable hands may not be chosen. External Recruiting: When a company is involved in large expansions and is more oriented towards achieving high growth and high market share, with more focus on quality of the product and high customer satisfaction then it is inevitable for any organization to go for external recruiting. External recruiting is nothing but recruiting the people in your organization from outside the company. It will help the company to make best use of other sources that are lying outside the organization like for example campus recruits is an effective and efficient way of recruiting when a company wants new minds that are more creative and go-getters for any task. If a company wants to
  43. 43. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 33 concentrate only on its core activities and wants to relieve the burden of the task of recruitment then the more feasible option would be third party recruiting or recruitment process outsourcing RPO. The experienced persons but unemployed can be recruited into the company which may reduce the training cost if they are from same industry. Retired and experienced people can yield more by enhancing their prior experience in new business situations. Advantages:  New entrant to the labor force i.e., young mostly inexperienced potential employee‟s fresh graduates or postgraduates can be taken and mound in accordance with company‟s culture.  External recruiting results in best selection from the large sources  In the long run this source proves economical because potential employees do not extra training.  Many different ways of recruiting is available.  The excess applications generated for current requirement may be utilized for future vacancies. Disadvantages:  Extra time is required by the people to adjust themselves to the present working situations.  If the recruiting is done from large source then it will be more time taking as the applications generated are more and short listing becomes critical.  Cost of recruiting will be comparatively more than internal recruiting.  Sometimes it creates employee dissatisfaction as there may be mismatch between the employee expectation with the company and the company‟s expectation with the employee.
  44. 44. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 34 Before making a choice and making decisions as to which source should be adopted for recruiting both the sources should be thoroughly assessed and must be studied carefully the wide variety of individual sources of recruitment that are available whether Internal or External. Before choosing any sources make sure that it gives answer as YES to these following questions: Recruitment mistakes There are a number of methods companies should avoid when putting their recruitment plans into practice. For instance, many businesses have the necessary talent within their organizations, but are too busy looking outside to recruit the skilled employees they already have. Others try to look for a mirror-replacement to the employee they have lost, duplicates with the same attitudes and skills, when companies can benefit more from employees with new experience and outlooks on the position. Some employers forget to include their employees in the recruitment process, or attempt to find the “perfect” employee without noticing the talents of the job seekers they interview. Selection Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting the right candidate for the job, organization will get quality performance employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. M.J. Jucious has defined, “The selection procedure is the system of functions and devices adopted in a given company for purpose of ascertaining whether or not candidate process the qualifications called for by a specific job. But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment
  45. 45. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 35 precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job. Essentials of selection procedure: The selection procedure can be successful if the following requirements are satisfied. o Preliminary interview: - Initial screening is done to weed out totally undesirable/unqualified candidates at the outset. It is essentially a sorting process in which prospective candidates are given necessary information about the nature of the job and the organization. o Application blank: - Application form is a traditional and widely used device for collecting information from candidates. The application form should provide all the information relevant to selection. o Selection test: - Psychological are being increasingly used in employee selection. A test is sample of some aspects of an individual‟s attitude, behavior and performance. It also provides systematic basis for comparing the behavior, performance and attitudes of two persons. o Employment interview: - An interview is a conversation between two persons. In selection it involves a personal, observational and face to face appraisal of candidates for employment. o Medical examination: - Applicants who have crossed the above stages are sent for a physical examination either to the company‟s physician or to a medical officer approved for the purpose. o Reference checks: - The applicant is asked to mention in his application form the names and addresses of two or three persons who know him well.
  46. 46. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 36 o Final approval: - The short listed candidates by the department are finally approved by the executives of the concerned department. Employment is offered in the form of appointment letter mentioning the post, the rank, the grade, the date by which the candidate should join and other terms and conditions in brief. Figure 2: Selection Process(see appendix) The Employee selection Process takes place in following order- Preliminary interview: It is used to eliminate those candidates who do not meet minimum eligibility criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Application form: The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc. Employment tests: Written tests: Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased. Classification of Tests on the Basis Of Human Behavior Aptitude or potential ability test: Such tests are widely used to measure the latent ability of a candidate to learn new jobs or skills. They will enable us to know whether a candidate if selected, would be suitable for a job, which may be clerical or mechanical. These tests may take one of the following forms. o Mental or Intelligence Test - measures and enables to know whether he or she has mental capacity to deal with new problems.
  47. 47. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 37 o Mechanical Aptitude Test - measures the capacity of a person to learn a particular type of mechanical work. This could help in knowing a person‟s capability for spatial visualization, perceptual speed manual dexterity, visual motor coordination or integration, visual insights etc. o Psychometric tests – these tests measures a person‟s ability to do a specific job Achievement test: Also known as proficiency tests they measure the skill, knowledge which is acquired as a result of a training program and on the job experience they determine the admission feasibility of a candidate and measure what he/she is capable of doing. Personality tests: These tests aim at measuring those basic make up or characteristics of an individual which are non-intellectual in their nature. In other words they probe deeply to discover clues to an individual‟s value system, his emotional reactions and maturity and motivation interest his ability to adjust himself to the illness of the everyday life and his capacity for interpersonal relations and self-image. Comprehensive Interviews: Interviews are a crucial part of the recruitment process for most organizations. Their purpose is to give the selector a chance to assess the candidate and to demonstrate their abilities and personality. It‟s also an opportunity for an employer to assess them and to make sure the organization and position are right for the candidate. An interview is an attempt to secure maximum amount of information from candidate concerning his suitability for the job under consideration. Technical Interviews: If a candidate has applied for a job or course that requires technical knowledge (e.g. positions in engineering or IT) it is likely, at some stage in the selection process, that the candidate will be asked technical questions or have a separate technical interview to test his/her knowledge. Questions may focus on the final year project and his/her choice of approach to it or on real/hypothetical technical problems. It seen that the candidate proves himself/herself but also they admit to what they don‟t know. Background Checks and Enquiries: Offers of appointment are subject to references and security checks. The references given in the candidate‟s application will be taken up and a security check
  48. 48. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 38 will be conducted. Security checks can take a while if the candidate has lived abroad for any period of time. Medical examination: Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism. Final Selection Decision: Those individuals who perform successfully on the employment tests and the interviews, and are not eliminated by development of negative information on either the background investigation or physical examination are now considered to be eligible to receive an offer of employment. Who makes that employment offer? For administrative purposes the personnel department should make the offer. But their role should be only administrative. The actual hiring decision should be made by the manager in the department that had the position open. A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.
  49. 49. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 39 Findings Recruitment & Selection at Square: As we know, Recruitment refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. And Selection is a process by which candidates employment are divided in to two classes those who will be offered employment and those who will not. In SPL recruitment and selection is done by a specific process and which is very much modern. It starts with the manpower requisition and end with appointment. And after that SPL arrange various types of training and development program for the employees to develop their skill. In true sense SPL follow a developed recruitment process for selecting right people in right place. Human resources planning: Recruitment and Selection are not simply mechanisms for filling vacancies rather they are viewed as the key factor for suitable placements. With a view towards placing the right person at the position, in SPL following procedures in Recruitment and Selection will be practiced: SPL‟s Human Resource planning will start at the beginning of the year in accordance with the approved business Plan and budget provisions. Each Division will submit their month wise recruitment plan to HR for the whole year and on the basis of such requirement HR Division will prepare the upcoming recruitment plan of each Division/Department. Talent Management is about Managing Talent Talent Management encompasses enhanced functions of SAP ERP Solutions. Many customers don‟t implement these components with an initial SAP ERP implementation unless they are replacing an entire HRMS platform that also included these functions. This is probably because these components require additional configuration and process setup beyond the general employee processing.
  50. 50. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 40 Recruitment Philosophy of SPL In case of recruitment SPL follows the following philosophy- Ensure recruitment of competent personnel with required competencies. Ensure compliance with the company‟s values regarding recruitment and selection. Ensure that all the recruitment and selection go through a systematic process. Ensure that any recruitment and selection has been completed within two months (60 days) Ensure greater accountability and accuracy in each process. Meet the Company‟s operational requirements and strategic aims. Ensure greater customer (both internal and external) satisfaction (feedback and flow of information in each step). Recruitment & Selection Process: In recruitment and selection process the main role is played by HR division. The process is start with manpower requisition and end with appointment. Manpower Requisition: Based on the HR Planning respective Division/Department Head will inform HR on personnel requirement through Manpower Requisition form, after obtaining necessary approvals from the Managing Director. Employment Requisition Form must contain a JTOR (Job Terms of Reference), comprising Job Description and Job Specifications / Requirements of the position. Requisition form contain some information like:  Name of the position  Status of the employment  Job description  Job specification  Approval of the MD
  51. 51. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 41 When the approval comes to HR, the process begins by collecting suitable candidates from sources. Source of Recruitment There are two kinds of source that SPL uses for recruitment .These are I. External Sources II. Internal Sources Internal sources SPL thinks that current employees are the major source of recruitment for all but entry-level positions. Whether for promotions or for „Lateral‟ job transfers, internal candidates already know the informal organization and have detailed information about its formal policies and procedures. Promotions and transfer are typically decided by operating managers with little involvement by HR department. Transfers The employees of Square Pharmaceuticals are transferred from one department to another according to their efficiency and experience. For example Employees can be transferred from Pharmaceuticals to Agrovet division. Also employees are transferred form one job location to another. Promotions The employees of Square Pharmaceuticals are sometimes promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. External sources When job opening cannot be filled internally, the HR department of Square Pharmaceuticals Ltd. must look outside the organization for applicants. The following external sources of recruitment are followed by SPL. In short external sources mean collecting CVs from outside. SPL collect a lot of CVs from outside. Recruitment from external sources will be through- Advertisements - for managers and below positions. The CVs are collect by following ways:  Walk-ins and Write-ins
  52. 52. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 42  HR CV Box  Advertisement  Internet Job Sites  Employee Reference  Universities  Career Fair or Job Fair  Other Walk-ins and Write-ins: SPL calls for walk-in-interviews mostly for the recruitment for field forces. Walk-ins are some seekers who arrived at the HR department of Square Pharmaceuticals in search of a job; Write- ins are those who send a written enquire .both groups normally are ask to complete and application blank to determine their interest and abilities. Usable application is kept in an active file until a suitable opening occurs or until an application is too old to be considered valid, usually six months. Advertisement: Advertisement is a well-known and worldwide accepted source of recruitment. Like other company SPL also have a career website from where applicants can fill up an application forms. When the job requirement is matched with the applicant‟s CV then HR select these applications for recruitment. Internet: Internet advertisement is another new source of Recruitment. Now a day every employee has a website and they collect CVs by internet. Ever there is lots of job website and company can send advertisement over there. Recently SPL lunch a carrier website for the candidates. Like other company SPL also give advertisement over net. Generally SPL gives advertisement in www.bdjobs.com. The interested candidates whose profiles match with the requirements can apply for job over the net. By this way SPL gets many CVs.
  53. 53. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 43 Example: www.squarepharma.com.bd WWW.bdjobs.com, www.prothomalojobs.com Figure 3: Job Advertisement(see appendix) E-Recruitment E-Recruitment and applicant management begin person-related processing before the person is ever an employee. E-Recruitment is where requisitions for open jobs or positions are created and posted for applicants to apply. Depending on how the opening is defined, the applicant can be evaluated systematically against the requirements of the requisition and ranked or selected for applicant processing. Applicant Management takes the recruiting functions through all stage of cant Management takes the recruiting functions through all stages of candidate screening and selection. Once people are selected for hire, the candidate information can be passed via integration programs to PA. Figure 4: E-recruitment Form(see appendix) Employee Reference Employee Referrals may be collected through circulation of advertisement to all employees. SPL consider employees reference because it got some advantage, the internal employees know how to do the work so he can easily understand who can do the work. If an employee refer someone that means he knows about him better and that helpful for the company because SPL believes employees cannot be harmful for company. Universities Career or Job Fair Universities are big sources of recruitment. There are many public as well as privet universities send CVs for job. When students completed their courses, universities send their CVs to SPL for internship. And sometimes they send CVs for job also. This is another big source of recruitment. By participating in fair or sponsoring fair SPL gets a lot of CVs. SPL participate in many fair.
  54. 54. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 44 CV Box of SPL HR: There is a Box for CV in SPL HR. In that box anyone can drop his or her CV in anytime. From the CV Box HR sort out suitable CVs for the required position. This box is open for everyone who wants to drop their CV. Almost every day this box get full of CVs. It contains about five hundreds of CVs. By this way SPL HR collect a lot of CVs for job. Screening of Candidates Following publication of Job Vacancy, concerned Divisional/ Department Head and HR Division will scrutinize the applications and short list candidates for inviting to oral interviews or written tests where applicable. When screening the following criteria will be followed:  For the Executive position, candidate must be at least graduate  For Executive and above, candidate must have at least 2nd class in all academic level. However, in case of competent candidates with strong experience in the relevant field such educational qualification may be relaxed.  For Non-Executive permanent employees, minimum educational requirement is SSC.  For Non-Executive contractual employees, candidate must be of class eight pass. Written Exam For every job SPL HR arrange a written exam for candidates. The written exam is must for each and every candidate. The written exam contains two parts: General Knowledge: This part includes English, Mathematics, IQ, Computer skill. Usually the marks of these sections depends on the relevance of them and the expected candidates knowledge level. Subjective Part: This part usually used to recruit executives. In this part the functional department provide question to the HR and they check the answer scripts. For example the recruitment test of Executive HR D&T contains 50 marks from HR. question patterns for this part can be:  MCQ
  55. 55. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 45  Case Study  Short question  Broad question Oral Interview For the oral interview, competency based structured interview will be conducted. The standard Interview Assessment Form along with questions will be supplied by HR Division. Position specific structured interview with necessary Proving Questions and Assessment form can also be developed/ used. The oral interview may take place in different phases according to the decision of HR Division and concerned Division/ Department and on the basis of Position: Preliminary Interview: Conducted by the respective immediate Manager and another member from cross functional area. Second Interview or Final Interview: Conducted by the particular department‟s next level managers along with the respective Divisional/ Departmental Heads. Interview of Key Position: If the recruitment is for any key position/ AGM or above level a final interview must be conducted with the Managing Director. Sometimes one interview makes the final result and sometimes there are two interviews. Interviews are arrange by HR. HR arrange interview for every post even for a tea boy and for a driver. Generally these interviews are held in HR floor of SPL. There is a separate room for interview. These interviews are generally taken by managers of the required division and there must be an HR person in that interview. In interview the interviewer find out the fact candidate behavior as well as the ability of the candidate. Interviews also test the intelligence and smartness of the candidate. Practical Test SPL take some practical for the technical candidates. Basically technicians have to face this test. In this test the candidates have to claimed up a technical tower which is twenty fit high. This
  56. 56. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 46 interview is generally taken by technical people. They find out about the technician can do that or not. They also ask questions about and select candidates who is suitable for the post. Final Selection From the interview some suitable candidates comes out. Once the final incumbent is selected, HR Division (Compensation & Benefit) will initiate the compensation Plan and will make offer/ process the appointment formalities. This time HR discuss about few things like:  Terms and condition of company  Salary and benefit  Joining Final Approval Like the requisition for appointing candidate the approval of MD is needed. This time HR sends the approval to MD that these candidates are selected in interview for this position and they are going to appoint these candidates for the post. Medical Test When the MD approved the appointment of the candidate HR call the candidate for a medical checkup. The candidates have to collect a letter for medical from HR and go for the medical test. The selected candidate must undergo a medical checkup and subject to satisfactory medical report formal appointment letter will be issued. Reference Checks When a candidate is selected for the job, his or her given reference has been checked by HR. Reference check may be conducted by HR Division upon acceptance of offer. Subject to satisfactory response joining will be accepted Appointment or Offer Letter At last the after the medical test and reference checked, the offer letter for the candidate has been issued. After that the candidate gets the call that he or she has been appointed and he or she has to collect the letter from HR.
  57. 57. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 47 Acceptance of Offer Letter & Joining Procedure The joining also has some procedure. In time of joining at first the candidates have accept the offer letter by signing it. Then he or she has to fill up some forms like, ─ HRIS form ─ ID Card form ─ Declaration When all this formalities are over the candidate will become one of the member of Square and start working as an employee of SPL. Figure 5: Recruitment and selection process at SPL(see appendix) Recruitment of Contractual & Others this policy governs the appointment of individuals on Contract/Causal basis and through Third Party service providers. Prior to process the employment on the above category, the Division/ Department concerned must obtain approval from the Managing Director. The manpower requisition must contain the job specification with justification of the need along with the period. Contract Appointment: Jobs which are temporary in nature and is likely to be for a limited period or need is for a long term but cannot be hired on a permanent basis due to headcount restrictions. The period of appointment will be of 3 (three) months to maximum 2 (two) years. A contract appointment should be for a fixed period and will become void automatically on the end date unless the contract is shortened or extended in writing prior to the expiration date. Person appointed on contract may be terminated during the tenure at the discretion of the employing department with reasons (performance/ redundancy) or without assigning any cause. A termination clause (with notice period/pay in lieu of) must be incorporated in the contract. The division/ department concerned will initiate the recruitment in concert with HR. Upon finalizing the selection; HR will issue the formal appointment letter. Employees hired on contract
  58. 58. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 48 must go for pre-employment medical test and subject to satisfactory results (fit for work) the incumbent will be allowed to join. Standard terms and conditions similar to permanent employee especially adherence of code of business ethics, confidentiality and full time engagement clauses must be included. If a contract employee is made permanent (based on performance/capability/ headcount) the service length of that individual will be counted from the first day of the joining provided the contract period was continuous/uninterrupted. Salary and benefits will be fixed based on the incumbents‟ educational and professional background. A contract employee will be entitled to same level of salary and benefits if he/she is hired in a position that already exist in the permanent payroll. A contract employee will not be eligible for end service benefits or loan facilities from the company. Casual Appointment Jobs that are totally causal in nature and are required for a short period (maximum of 12 weeks) to cater the additional influx of work or emergency exigencies or filling up a permanent position that is temporarily vacant. Casual appointment should be for a fixed period or until the completion of the special job/project and cannot be for long periods. Employing divisions/ department must obtain approval form the Division/ Department Head justifying the need, specifying the number of personnel and the required background. Line Manager in concert with HR will process the hiring. No written contract is required. Appointment will be on a daily worked basis. The line manager will do the necessary arrangements for recruitment and appointment of Casuals keeping HR & Administration informed. The principle of hiring should be the best candidate suited to the job/position. No discrimination will be permitted on the basis of personal relationship regarding hiring of Casuals. All individuals involved in the hiring process must be sensitive to the perception of favoritisms and bias.
  59. 59. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 49 Salary should be determined based on the incumbent‟s background and skills. The calculated market median for the type/nature of the job should be taken into account prior to fix the compensation. Casual employee will not be eligible for any other standard benefits of the company and the payments can be on a daily/weekly/monthly basis. Recruitment for Internship Internship is one of the parts of graduation for student. In case of Bachelor of Business Administration and Master of Business Administration, it is an obligatory. For this reason Universities send CVs of student to SPL for internship. Internship occurs in 2 places: ─ In plant for the students of pharmacy ─ Internship at CHQ for other subjects like Business Administration. Recruitment of interns just like the recruitment of contractual. The candidates have to face the interview and if they get selected then they will appoint as intern. Generally for internship SPL ask for CVs to the reputed Universities like Dhaka University, North South University and BRAC University etc. The requisition for interns is send by the departmental head or the employee who need intern. When requisition comes HR sort CVs and then arrange interview. Timeline: Every process has a specific timeline. SPL also has deadline for its tasks. This timeline is presented graphically below. Figure 6: Timeline for Recruitment & Selection(see appendix) Employee Retention Employers and employees each have their own sets of needs and values, and successful relationship between these two sides requires that some sort of balance be struck. This balance often takes the form of a psychological contract, an understood agreement between employer and
  60. 60. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 50 employees that defines the work relationship. This contract with or without support of a formal collective bargaining, agreement influence the outcome achieve by each side. SQUARE divided this policy into three channel categories those are: Employee safety SQUARE provides the employee safety. It ensure the all kinds of job safety such as insurance coverage of each employee to provide insurance to the labor. Employee health Free medical checkup, provide health care and also provide necessary medical facilities for each employee. Employee working condition The working condition of employee is very hygienic. SQUARE is ISO 9001-2000 Certified company.
  61. 61. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 51 Analysis SWOT Analysis: Strength  SPL has skilled scientists/technicians/management personnel at affordable cost leading to low cost of innovation/ manufacturing/expenditure to run cGMP (current Good Manufacturing Practice) compliance facilities and high quality documentation and process understanding.  SPL has well developed chemistry, R & D and manufacturing infrastructure with proven track record in advanced chemistry capabilities, design of high tech 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 meansitisinthetopforlast28years.  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 it theirminds.
  62. 62. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 52  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. Weaknesses  Low investments in innovative R&D continue to be a major weakness of Square Pharmaceutical Ltd.  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 industryislackinginSPL.  Rapidly increasing costs of skilled manpower such as scientists/ regulatory compliance personnel / pharmaceutical lawyers/ international business development personnel is pushing up the cost of innovation.  Sales and marketing knowledge is inadequate due to lack of understanding of international Pharmaceutical marketing/pricing practices and market environment in various countries.
  63. 63. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 53  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  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.
  64. 64. INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS 54  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 Pharmaceuticals industry.  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.

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