Recruitment & selection process of Square Pharmaceuticals Ltd.
AuthorMazumder, Parmina Moumita
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Square Pharmaceutical Ltd is the largest pharmaceutical company in Bangladesh with proper planning, a tremendous way of organizing, prominent way of leading and effective planning. Today‘s Square Pharmaceutical is a dream that Mr. Samson H. Chowdhury turned into reality. The business growth, the social commitment, and the great diversity in today‘s Square Pharmaceutical are the outcome of one lifetime of hard work and compassion from Mr. Chowdhury. The company follows a systemic way to take a particular decision. Plans have different alternatives in order to improve future performance. The respective managers of different departments/ divisions scrutinize those plans and best of them are placed to the Management for approval through Merits & demerits of particular proposals/ plans are observed by the management of Square Pharmaceuticals Ltd. to reach to a single decision. Sometimes the management also takes help from the technical experts in the relevant field. The day to day planning and decision making is mainly directed by the head of each department. Square Pharmaceuticals Ltd has established functional structure of organization. The various functions of the undertaking are the first determined and then a functional expert in each is appointed, who will be responsible for his technical function. Square Ltd has established the following department for its smooth running. This report is on Recruitment and Selection Process of SQUARE Pharmaceuticals Ltd. In this report the overall process of Recruitment and Selection of executives and non-executive staffs and the field force is separately discussed. There is clear explanation of each and every step. In findings part the some signature practices of HRD of SPL discussed and in recommendation part some steps which can improve the practice is recommended. SPL development includes a creation of a strongly-bonded culture; maintaining discipline; continuously adapting to changes resulting from both internal and external environment; developing human resources through ongoing development and evaluation initiatives; and completing tasks and goals within a given time frame. The belief is, creating a ―good and learning company‖ is more important than presenting a profitable company.