Internship Report on Square Pharmaceuticals Ltd.

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
Date of Submission: April 30, 2014

INTERNSHIP REPORT ON RECRUITMENT AND SELECTION PROCESS
Page iii
Letter Of Transmittal
Mohammad Behroz Jalil
Assistant Professor
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

Page iv

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.

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

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

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

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

Page x
Conclusion .................................................................................................................................... 57
Appendix.......................................................................................................................................... i
References:................................................................................................................................... i
Websites................................................................................................................................... i
Figures: .......................................................................................................................................ii
Pictures:....................................................................................................................................... x

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.

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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.

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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.

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.

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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

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.

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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

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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.

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 Square Herbal and Nutraceuticals Ltd.
 Square Cephalosporins Ltd.
 Square Hospitals Ltd.
 Square InformatiX Ltd.
 Media Com
 Maasranga Television
 Maasranga Production
 Sabazpur Tea Company Ltd.

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 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.”

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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

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& 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

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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.

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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.

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 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)

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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

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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

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 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

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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

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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.

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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.

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─ 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

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─ 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.

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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.

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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.

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• 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.

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.

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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

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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

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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,

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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

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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.

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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

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.

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

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.

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.

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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

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.

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.

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

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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

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 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.

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.

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

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

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.

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

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.

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

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.

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.

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.

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.

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 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.

Internship Report on Square Pharmaceuticals Ltd.

Internship Report on Square Pharmaceuticals Ltd.

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