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1. The document discusses training and development practices at Square Pharmaceuticals, a Bangladeshi pharmaceutical company founded in 1958. 2. It describes the company's human resources department and its focus on training programs to enhance employee skills and knowledge using methods like the Kirkpatrick model for evaluation. 3. Common training programs include leadership, branding, and regulatory compliance courses. New employees undergo orientation programs. 4. Surveys found that training improved employee performance, reduced compliance issues, and fostered a positive work culture. However, the training department faces constraints that recommendations seek to address.

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Script

Uploaded by

Pantho Buhiyan

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Script

Assalamu Alaikum. We all know about 4m, the factor of production man, machine material,
method. Among these factors, nothing is possible without the factors named Man or human.
But to make this effective and efficient we need to burnish this component. That means it
needs training to prepare itself for the work.
Honourable teachers myself Musfiqur Salehin Bhuiyan bearing Id b-180202135 to discuss
about the report titled The impact of training and development on knowledge and Skill
Development of the Employees in Square Pharmaceuticals.

Company Details

Training and development practices in Square Pharmaceuticals PLC

Results and Discussion

Conclusion and Recommendations

At first going to strat with a short introduction of the company

The inception of Square Pharmaceuticals was held in 1958 with an initial capital of 20000
initiated by Samsung H Chowdhury along with his 3 friends. Since the inauguration, the
Journey of Square Pharmaceuticals has been flourishing. In 1991 it transformed into PLC.
Here are some sister concerns of square group
Square Pharmaceuticals Departments
I am privileged to have the opportunity to complete my internship from the Human Resources
Department at Square Pharma. Square has a dedicated HR department which concentrates in
enhancing employee efficiency for overall growth, providing a conducive environment, and
supporting skill and knowledge enhancement. HR at Square plays a pivotal role in developing
and implementing HR policy guidelines, ensuring seamless operations and fostering
spontaneous employee participation to achieve organizational objectives while meeting
employee need

Functional areas of Human Resources Department

• Learning and Development
• Compensation and Benefits
• Recruitment and Selection
• Field Force Recruitment and Selection
Duties and Responsibility:
 Developing Microlearning Module
 Updating and maintaining Employee Database
 Maintenance and creation of individual File
 Synchronizing the Recruitment process for instance, collecting documents, calling the
applicant, scheduling and managing the written exam as well as the interview and
supporting other works.
 Providing support for administrative exercise
 Written exam scripts checking
 Prepare candidate summary
Training and development

• Short-term process
• Immediate skills acquisition
Development means
• Long term process
• Focuses on growth and progression over time
Some Common Training Program:

KPI Master Class

Leader-ship Leading Efficiency
Pharmaceuticals Positioning and Branding
Preparation for Quality Inspection
Import-export
Nurturing Young Talent
SCM and Inventory management

Four Steps of New Executive Recruit’s Training Programs

• Corporate orientation
• Departmental orientation (on the job training)
• Plant orientation
• Corporate pathshala

Some Key Factors ofTraining in Square Pharmaceuticals PLC.

Employee Development Plan (EDP)
• Substitute of TNA
• More effective
Training Evaluation Using Kirkpatrick Model
• Reaction Measure if the learners have found the training to be relevant to their
role, engaging, and useful

• Learning Measure whether or not the learner has acquired the knowledge, skills,
attitude, confidence, and commitment that the training program is focused on.

• Behavior Measure behavioral changes after learning and see if the learners are
taking what they learned in training and applying it as they do their job.

• Results Measure whether or not the targeted outcomes resulted from the
training program, alongside the support and accountability of organizational
members.
• The 70-20-10 model for learning and Development
• On-the-job learning
• Exposure
• Educational events
A training and development initiative:
 Bangladesh Labor Law along with the latest amendment 2018

Impact of training on the employee improvement:

Reaction:
From the rating percentage, it can be clearly assumed that the employees are satisfied with
their trainer and training sessions very much
Learning
Employees evaluated themselves better than before and stated the learning was effective.
Behavior:
In this segment, all the employees have reported they have applied their learning in their day
to day tasks.
Result:
It reduces legal compliance issues, or improves adherence to amended regulations

The Human Resource Department of Square Pharmaceuticals PLC. currently exhibits a

positive state, reflecting a harmonious atmosphere among employees, akin to a closely-knit
"family."
1. The Employee Development Program is strategically aligned with the organizational
goals.
2. Training programs maintain a well-defined structure, consistently progressing
throughout the year.
3. An effective training calendar prevents clashes with other organizational activities.
4. Utilizing the "Kirkpatrick Model," a thorough post-assessment is conducted,
empowering employees to self-evaluate their progress. This approach fosters trust and
loyalty as the organization values their opinions.
5. The case study reveals that training initiatives effectively motivate employees,
translating into practical applications in their daily work routines.
6. The Learning and Development (L&D) department employs a unique feedback
procedure, gathering input not only from employees but also from their supervisors.
This dual feedback system facilitates easy assessment of productivity ratios.
7. Induction and other development programs are designed for easy comprehension,
ensuring efficient use of budget and facilities.

Recommendation:
1. Implantation of Learning Management System: To synchronize the entire training
process, forecast training needs, maintain a training database, and gather feedback, it is
crucial to implement LMS in such a giant organization.
2. Scale Up External and Overseas Training Programs: Increase the number of external
and overseas training programs, particularly in anticipation of Square Pharmaceuticals’
expansion into the international market, specifically Kenya.
3. Shift Towards Action-Based Training: Modify the training programs to be more
action-based rather than solely theoretical, enhancing the practical skills of employees, which
is particularly crucial for international market penetration.
4. Address Space Constraints on HR Floor: Alleviate congestion on the HR floor by
addressing space limitations to create a more conducive working environment.
5. Expand Workforce in L&D Department: Bolster the workforce in the Learning and
Development (L&D) department to cope with the challenges of managing schedules and
ensure the department's efficiency, given the increased training requirements.
6. Implement Pre-Training Participant Feedback: While acknowledging the
effectiveness of the Kirkpatrick model, introduce a pre-training feedback mechanism to
gauge participant expectations, providing a more specific measure of training efficiency.