Training & development practices of Square Pharmaceutical Ltd.
AuthorDewan, Manar Mostafa
MetadataShow full item record
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 head quarters of Square Pharmaceuticals Ltd., the parental company of Square Group. There I got an idea about how things work in a corporate office and how the HR activities, especially training and development initiatives are implemented in a company. The research paper primarily focuses on the T&D initiatives undertaken to expedite organizational development of the company. This report points out the existing conditions regarding employee training, the strengths, weaknesses, and possible solutions for improving employee development initiatives for the company. The report also emphasizes on relating generally accepted theories and models of training to actual existing T&D processes in a company, especially a manufacturing that involve both corporate employees and field forces. As I was placed in the CHQ, the report mostly concentrated on evaluating the development initiatives of the CHQ executives, senior executives and managers that in turn facilitate organizational development in Square Pharmaceuticals Ltd. The report focused on finding positive or negative relations between training initiatives and organization development to show employee training & development as the main catalyst and facilitator of company productivity and progress. Some comparisons and research was also done on the non-executives and field forces to gain better understanding of the level of input given for training initiatives, both internally and externally. The research has resulted in the following outcome: Square Pharmaceuticals Ltd. has a strong and on-going employee training and development program, but it still needs to enhance it processes and justify its capabilities by overcoming the following drawbacks: • Instance feedback mechanism and more frequent evaluations • More external training initiatives monthly • More areas and topics for training • Larger and more attractive training areas/rooms at the CHQ