| dc.description.abstract | As a part of completion of my ‘Bachelors of Business Administration’ program, I had
completed my Internship at the Human Resources Department of the ‘Square Toiletries
Ltd.’. The AGM & the Head of the Human Resources Department of ‘Square Toiletries
Ltd.’ had supervised me with the help of her subordinates during this period. In this report I
tried to reflect some of my observations which I had found during this internship period.
During this time I had the opportunity to learn about its organizational cultures, different
practices at the Human Resources Department and mainly it’s recruitment and selection
process. ‘Square Toiletries Ltd.’ is one of the largest manufacturers of toiletries products in
Bangladesh, and had started its journey in the year 1988 under the supervision of ‘Square
Pharmaceuticals Ltd.’. It’s vision is to understand each and every customers’ needs, and to
satisfy those needs by providing good quality products & high level of customer service at
reasonable price. It offers more than fifty five products under twenty brands and covers a
wide range of categories like skin care, hair care, oral care, baby care, fabric care, scourers,
male grooming and OTC. But ‘Square Toiletries Ltd.’ is mainly popular for its winter care
products. The head office of the ‘Square Toiletries Ltd.’ is situated at Mohakhali, Dhaka and
it has two production facilities which are located at Pabna and at Rupshi. So the Human
Resources are mainly allocated in these sites of operations. But there are some other staffs
who are working for the sales team throughout the country. According to the functions and
nature of work ‘Square Toiletries Ltd.’ had divided its human resources into twelve separate
departments like ‘Human Resources Department’, ‘Product Development’, ‘Production
Planning and Inventory Control’ etc. ‘Square Toiletries Ltd.’ follows a well defined
hierarchy or structure for management employees to maintain the chain of command, and it
starts with the General Manager and ends with the Junior Executive. It also follows different
hierarchy for it’s sales team. The organization has some strengths & opportunities and on
the other hand it also has weaknesses and threats. But it is capable of moving ahead by
overcoming most of the limitations. During my internship I got involved with different types
of jobs, but most of them were linked with the recruitment and the selection process. It’s
recruitment and selection process includes a total number of fourteen steps starting from the
‘Hiring requisition from the department’ to ‘Personal database maintain at HRIS and close
recruitment’. My performance during my internship was evaluated on different criterions
like the accuracy and efficiency of my work, punctuality, behavior, understanding of the nstructions, communication skills, availability, interest in learning, tidiness, formal get-up
etc.
Therefore I would like to give some recommendations based on my observations during this
Internship program. ‘Square Toiletries Ltd.’ should conduct more researches for knowing
customers’ perception, interests & preferences about the products, and for developing better
quality products. It should take some initiatives to increase cooperation among departments,
and to minimize internal conflict. It should implement more innovative marketing strategies
to attract customers. It should have to take necessary step to ensure product availability at
most of the stores. Otherwise it will keep losing revenues which it might get from a group of
customers. It might think about producing some of it’s raw materials by itself which will
help it to save some extra cost. As a member of the same group of companies, the HR
department may take some initiatives to increase cooperative attitude of it’s employees
towards other sister concerns. It should become more punctual during execution of written
exam and interview sessions. It should allocate necessary time to the recruitment process. In
some cases the organization had tried to save some time and tried to complete the job fast.
But ultimately it failed to select and hire enough number of candidates from them. It should
evaluate the candidates on the basis of the same standard. If two different group of
candidates are judged on the basis of two different standard for the same vacancy or for the
same position, then I think that the process get biased. It should develop compensation
policies for its Interns. Now they don’t pay anything to it’s interns, but they are able to
attract more talented interns by paying a good remuneration for their service. By doing this
it can ensure another pool of competitive and talented candidates for it’s future recruitments.
‘Square Toiletries Ltd.’ should provide better training facilities to it’s employees. It should
design it’s training programs more thoughtfully, and should run the program according to
the predetermined schedule. It should monitor and evaluate it’s employees’ performances
more carefully. Some of them are not always committed to their responsibilities, and some
of them are using company’s resources for their personal purposes. Though it was not
possible for me to get the best outcome from this internship program due to some
limitations, but it had helped me to get introduced with the organizational practices
practically and helped me to learn about different issues. Unlike other organizations ‘Square
Toiletries Ltd’ is also running it’s business operations besides some of the limitations, but it
have huge opportunity to perform better in it’s sector. It’s recruitment policies are transparent, and it generally tries to evaluate it’s candidates fairly. But still there are some
scopes for improvement, and it need to work on it. | en_US |
