1.
Introduction
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1.1 Company Profile:
SQUARE, the market leading Pharmaceutical Company of Bangladesh is an organization with
equal emphasis on People, Leadership, Technology, Quality and Passion. The company
foundation was laid in 1958 by 4 friends with equal partnership. Since then, it has proliferated
itself to one of the first line conglomerates of the country and by 2017 it is making its way to
become a high performance global player. SQUARE is committed to competent Human
Resource, Company growth, Customer Satisfaction, Continual development of the services and
products and maintaining the standards. At present it exports various medicines from Bangladesh
to 36 different countries and this credibility has made SQUARE stand out from the other
pharmaceutical companies of the country. The Founder Chairperson of SQUARE
Pharmaceuticals Ltd. is Mr. Samson H. Chowdhury (1925-2012).
1.2 History & Growth:
In 1958, SQUARE Pharmaceuticals made it debut as a Partnership Firm (4 friends started the
business sharing equal ownership with a simple value: success of business depends on Ethical
practice). Then in 1964 it was converted into a Private Limited Company. In 1974, SQUARE
Pharmaceuticals had Technical Collaboration with Janssen Pharmaceuticals (Belgium- which is a
subsidiary of Johnson and Johnson International, USA). After that in 1982 it had its Licensing
Agreement signed with F. Hoffman-La Roche & Co Ltd., Switzerland. In the year of 1985 it
achieved market-leadership in the pharmaceutical industry of Bangladesh among all the other
national and multinational companies. It became the Pioneer in pharmaceutical export from
Bangladesh in 1987 and was converted into a Public Limited Company in 1991 but started
initially offering its share from 1994. After that in 1995 the chemical division of SQUARE
Pharmaceuticals Ltd. started its production of Active Pharmaceutical Ingredients. SQUARE
Pharmaceuticals ltd. won the National Export trophy for exporting pharmaceuticals in the year
1997. In the following year, 1998 the Agro-chemicals & Veterinary Products division of
SQUARE Pharmaceuticals starts its operation. In 2001, US FDA/UK MCA standard new
pharmaceutical factory goes into operation built under the supervision of Bovis Lend Lease, UK.
Then in 2004 SQUARE was enlisted as UNICEF's global supplier. In 2005 New State-of-the-Art
SQUARE Cephalosporins Ltd. goes into operation; built under the supervision of TELSTAR
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S.A. of Spain as per US FDA/ UK MHRA requirements. In the year of 2007, SQUARE
Pharmaceuticals Ltd., Dhaka Unit gets the UK MHRA approval. In 2009 SQUARE starts
manufacturing of insulin maintaining quality standards of US FDA & UK MHRA. The dedicated
hormone & steroid products manufacturing facility complying with the current Good
Manufacturing Practice (cGMP) of WHO, US FDA & UK MHRA starts operation. After that in
2012, SQUARE Pharmaceuticals Ltd., Dhaka Unit and SQUARE Cephalosporins Ltd. get the
Therapeutic Goods Administration (TGA) of Australia approval. In 2015, PAI (Pre-Approval
Inspection) by US FDA was successful for Dhaka Site’s solid dosage unit.
1.3 Objective:
SQUARE Pharmaceuticals Limited’s objectives are to conduct transparent business operation
based on market mechanism within the legal & social framework with aims to attain the mission
reflected by our vision. (Square Pharmaceuticals Ltd.)
1.4 Mission:
SQUARE Pharmaceuticals Limited’s mission is to produce and provide quality & innovative
healthcare relief for people, maintain stringently ethical standard in business operation also
ensuring benefit to the shareholders, stakeholders and the society at large. (Square
Pharmaceuticals Ltd.)
1.5 Vision:
They view business as a means to the material and social wellbeing of the investors, employees
and the society at large, leading to accretion of wealth through financial and moral gains as a part
of the process of the human civilization. (Square Pharmaceuticals Ltd.)
1.6 Sister Concerns of SQUARE Group:
The sister concerns of SQUARE Group are:
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SQUARE Hospitals Ltd.
SQUARE Toiletries Ltd.
SQUARE Herbal & Neutraceuticals Ltd.
SQUARE Food & Beverage Ltd.
SQUARE Informatix Ltd
SQUARE Textiles Ltd.
SQUARE Fashions Ltd
Maasranga Communications Ltd.
Mediacom Ltd.
Sabazpur Tea Company Ltd.
Aegis Services Ltd.
SQUARE School & College
SQUARE Formulations Ltd.
SQUARE Agro Development & Processing Ltd.
SQUARE Air Services Ltd.
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2. Internship Learning
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2.1 Internship Activity:
I got the opportunity to do a three months long internship program at Square Pharmaceuticals
Ltd. starting from April 16, 2017 to July 16, 2017. Being a HRM major student this opportunity
provided me a perfect field for to gain practical knowledge and in-hand work experience
regarding what I have learned theoretically in my academic courses. Throughout this three month
time period of internship I have received knowledge on various HR wings, specifically on
Recruitment & Selection as I was placed to work with the team. My objective was to relate my
academic knowledge and learning’s with the actual first hand on the job experience.
2.1.1 Duties and Responsibilities:
Duties & CV sorting (based on different criteria)
Responsibilities
Assisting in conducting interview and written exam
Communicating with applicants (Interview call, Medical issue)
Written exam scripts checking
Prepare candidate summary
Educational certificate check (online)
Document translation
Personal file compile
Other documentation and administrative work
Also learned about learning and development, compensation
and benefits.
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2.1.2 Learning Outcomes:
• Advanced Microsoft Excel Applications
• Microsoft Visio Software Application
Soft Skillss
• Privacy of Information maintaining ethical standards
• Formal Manners regarding communicating with Seniors, Applicants and
Corporate other personnel of the company
Culture
• Time Management
• Working under pressure
Personal Skill • Prioritizing and multi-tasking
Development • Working with reduced amount of error/efficiency
2.1.3 Limitations:
Variety of information could not be retrieved due to confidentiality.
For the position limitation, many places were restricted to learn in depth; hence
observation method was used.
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3. Objectives and Methodology
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3.1 Report Objective:
The core To identify the effectiveness of the Recruitment and Selection of
objective of Square Pharmaceuticals Limited by discovering the limitations of
the report is the process.
3.2 Methodology:
The report is mainly a qualitative report containing qualitative data regarding the effectiveness of
the recruitment and selection of Square Pharmaceuticals Ltd.
Most of the information grouped is descriptive and hence the result is also qualitative. However,
both primary and secondary data have been used to prepare this report. The primary data were
gathered by face-to-face in person interviewing of the HR department employees.
Primary data sources- Interviewing Human Resource department (consisting both
Management and Non-management) employees and personal observation throughout the
internship time period
Secondary data sources- SQUARE Pharmaceuticals Ltd.’s website, Previously prepared
reports on SQUARE Pharmaceuticals Ltd., Journal articles, International reports prepared
on determining effectiveness of a company’s recruitment and selection
3.3 Research Questions:
1. How much effective are the sources used for recruitment?
2. What Factors are considered to assess a candidate fit for the job?
3. What amount of time is required for completing the recruitment after the requisition is raised?
4. How accurately are the Job description and job specifications prepared for a specific post?
5. How effective are the personnel regarding delivering their expected performance for the
position?
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6. How much reliable & valid are the written test/interview conducted for selecting employees?
7. What are the joining evaluations/programs/6 months’ probation period conducted for the new
employees to determine whether they can perform to the expected level or another new person is
required?
8. How effectiveness are the placement activities conducted for the new joiners’ introduction to
the Company, designated department and supervisor?
By going through the answers of the above mentioned questions will help us to determine the
effectiveness of the recruitment and selection of SQUARE Pharmaceuticals Ltd.
3.4 Limitations:
The data collection for preparing the report was quite challenging to accomplish in these three
months. Much information was not possible to provide due to confidentiality. Following are the
limitations:
Many employees were unable to provide time for an interview due to their hectic work
schedule.
Confidentiality of many information was a big limitation of this report
Time constraint was a big issue. In the three months, it was not at all possible to collect
all type of information as I got chances to work in the process of a few recruitments
only. A longer period might have helped to receive a broad outlook as well as
experience.
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4. Human Resource Department
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4.1 SQUARE Pharmaceuticals Ltd. HRM Department wings:
HR Department mainly tries to certify smooth functionality between the goals and objectives of
the company which they have stated to attain organizations vision by keeping its fine tuned
alignment with other sub unit’s goals, essentials and demands.
SQUARE Pharmaceuticals Ltd. HRD has four wings:
Operations Recruitment & Selection
Wings Of HRD
Compensation &
Learning & Development
Performance Management
The HRD also has a dedicated team for the developing of the Medical Promotion Officers’. The
main responsibility of the team is to train and develop individuals for becoming effective MPO.
The main responsibility of MPOs’ is to promote different medicines manufactured by SQUARE
to the Doctors all around the country.
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4.2 HRD different wings Functions
Each wing of the HR department has its own unique functions. The functions are-
Compensation &
Recruitment and Learning and
Operations Performance
Selection Development
Management
• Manpower Planning • Conducting orientation • Ensuring Transport • Setting up the
and forecasting program for the newly facility for each Compensation &
• Posting Job joined employees employee benefit structure
Advertisements • Arranging in-house • Maintainance of the • Designing policies
• CV collection & sorting training programs as machineries, Office related to salary
• Arranging written per requirements Equipments, ACs' • Keeping record of
exams and interview • Communicating with • Arranging vehicals as every single employee
• Checking the exam trainers per requisition for use • Performance
scripts and publishing (Internal/External) • Pest control management
the result • Sending employees for • Security Guards
• Communicating with training on different • Canteen Management
the candidtes machinery/technologies
oversees • Office keeping
• Recruiting &Selecting assistance
• Booking the tickets,
• Checking Academic • Managing office
ensuring the visa and
Transcripts of the stationary
flight details,
selected candidtes
reservations
• Sending the candidate
• Performing Evaluation
for medical check up.
of the effectiveness of
• Providing Offer letter the training program,
• Ensuring Joining Performance
formalities Improvement
• Introducing the newly
joined employee to the
designated department
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5. Recruitment and Selection
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5.1 Recruitment and selection
The recruitment and selection wing of SQUARE Pharmaceuticals HRD consists of 4
members;
Manager
Executive Executive Executive
Dhaka Plant CHQ Pabna Plant
The recruitment and selection team mainly works for the recruitment for all positions of
SQUARE Pharmaceuticals consisting Departments. After a requisition is raised the team
prepares required Job descriptions and Job specification for the required post and gives
advertisements in the sources (BD Jobs, Prothom Alo jobs and in the LAN of the company) with
a deadline for application. After the deadline ends then the CVs’ are sorted and the candidates
are called for written test/initial interview/final interview as previously decided. Once the
candidates are selected they are provided with the offer letter after completing checking their
certificates, NID and sent for medical. If the medical reports are okay then further processing
takes place or else the person is again sent for medical. Lastly, the candidate is called for joining
formalities.
Recruitment sources: Being the market leader SQUARE always has urge for hiring the best
personnel available in the country. One of the core responsibilities of the recruitment team is to
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find the right person on right time, depending on the need and nature of the job. Mostly by
analyzing the Job description & specification the sources are decided where the job
advertisement should be posted for getting the desired person. The most important and trusted
source for pulling potential candidates is SQUARE Pharmaceuticals Ltd. is their internal source.
Except the internal source of the company the recruitment team also collects CV’s through
external sources. The external sources are chosen based on their capability and reliability and
also whether the source is popular enough and widely reachable to people from different parts of
the country.
Internal Sources • Company's internal online portal
• BD Jobs, Prothom Alo Jobs
External sources • Job fair
• Newspaper Advertisements
While providing the job advertisements in the external sources the Job descriptions,
specifications and other requirements as per the demand of the post are clearly mentioned so that
the applicant does not get confused regarding determining his eligibility for applying. The job
description and job specifications are primarily prepared by recruitment team and sent to the
specific department for verification and if there needs to be any changes made then the
requirements are modified accordingly. After getting the confirmation regarding the job
description and specifications the advertisement is posted on the different job sites.
Prothom Alo being the official partner of SQUARE Pharmaceuticals Ltd and for this all the job
advertisements are mostly published in this popular daily. In addition, Prothom Alo being the
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most widely read newspaper daily benefits SQUARE for enticing the potential candidate from
any part of the country.
Factors considered before assessing a candidate fit for the job: From the taken interview of
the HR personals, the key factors which are considered according to them for determining
whether the applicant is the right one for the job or not are-
Having adequate subject knowledge regarding the post: Having adequate knowledge
regarding the post is a must. For example- If the recruitment is regarding Site
Engineering than the candidate must acquire ample knowledge in civil engineering.
Age limit and Attitude: This is another important factor that is kept in consideration
while selecting a candidate but not given that much priority. Candidates who have ample
knowledge regarding the post but lacks in attitude are still recruited. Age is also
considered as there are requirements for age and the job need also depends on the age.
Good communication skill and satisfactory appearance: Having good communication
skills and appearance is a must for the candidate recruited for the head offices but not that
much essential for the people working on the plants.
Computer basic skills/ soft skills: As the office is entirely operated with various
technology based systems, having knowledge on the basic computer skills and other soft
skills (PowerPoint, Presentation) are considered as must. While giving interview, one of
the interviewee shared her personal experience while recruiting an applicant for the post
‘Executive, Engineering’ the applicants were asked to prepare a presentation in their
interviews. One of the applicants, from an renowned public University who had adequate
subject knowledge and also great attitude and communication skills just was rejected as
he could not work with MS Word office suite. So this helps to determine the importance
provided to the soft skills of an applicant interested to work in SQUARE.
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Depending on the answers received from the interviewees’ the percentages of the factors are-
General factors considered for assessing an applicant
Good communication skills and
Apperance
Knowledge
Soft Skills
Age and Attitide
From the provided pie-chart it is quite clear that Good communication skills and appearance
(30%), Knowledge (30%) and soft skills (30%) are given equal priority whereas age and attitude
(10%) are less prioritized. Although in some rare cases these factors varies from post to post but
in rest of the recruitments’ are considered by these factors.
Total amount of time required to complete recruitment: The required amount of time needed
for the completion of the recruitment and selection process in SQUARE Pharmaceuticals Ltd. is
60 days’. The 60 days counting starts from the day of the posting of the Job circular in the Job
sites (internal sources & external sources) and ends with the successful completion of the
placement activities of the joiner in his department.
Once the circular is posted there is a time limit of approximate 10 days for application
submission. After that sorting the CVs’, short listing candidates, calling them for written
exam/interview, publishing the result, checking the validity and authentication of the academic,
work certificates, NID and providing the offer letter, sending the candidates for pre-employment
medical checkup, completing the joining formalities and lastly by introducing the new joiners to
their designated departments the responsibility of the recruitment and selection team ends. Thus
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the amount of the work and the amount of time provided for task completion clearly defines the
effectiveness of the recruitment and selection team.
Manpower Hiring Plan Timeline (Tentative):
•1 Day- Requisition Approval
•10 Days – Application deadline
•2 Days- CV Sorting
•4 Days- Written Exam (Evaluation & Result 4 Days)
•2 Days- Interview
•1 Day -Selection Proposal (Approval of Managing Director)
•1 Day + 4 Days- Offer Letter & Pre-Employment Medical Test (PEMT)
•1 Day- PEMT Verify
•1 Day- Appointment Letter Handover
Accuracy of the determined job
description and job specifications:
Accuracy of the job description and
job specification provided in the
circular/advertisement is an important
factor as it helps to attract the right
person for the job. Before posting a
job circular in the sites the
responsibilities and the skills that has
been mentioned is double-checked and
also verified by the department.
Company being the market leader,
prepares it’s advertisements follow the
international outline. There are five
parts, firstly the introduction of
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company in a few sentences, secondly name of the post, thirdly jobs description/responsibilities,
fourth job specifications/skill requirements and lastly how to apply and deadline for application.
Reliability and validity of the written test and interview: The recruitment team is always
concerned about the reliability and the validity of the questions that are given in the written exam
or asked in the interview board. Whenever preparing the written exam question the IQ,
Analytical and mathematics parts which is marked as the general part is done by the recruitment
team and the subjective question is prepared by the department itself as there questions are
regarding the content/work related knowledge which the candidates needs to acknowledge for
performing the job. The subject is always updated based on the latest content that needs to be
covered.
On the other hand, while setting up the interview board there is one personnel from Human
Resource Department and other person is from the particular department. As a result, a candidate
is examined from every angle to determine whether he/she is fit for the job or not.
One candidate needs to score 60% marks individually on each part. The written exam has two
parts
o General part (IQ, Analytical, Mathematics) - 40 marks in total
o Subjective part (Short and descriptive questions) - 60 marks in total
And the interview evaluation paper has 4/5 measuring scales like-
o Communication skills
o Job related Knowledge
o Interpersonal skills
o Educational background
o Experience
o Personal background
o Impression
The factors are measured on a scale of 5 and after the interviewer completes evaluating a
candidate all the numbers are summed up and based on that the decisions are taken.
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Post joining evaluations/Programs: After the completion of the joining formalities the newly
joined employee starts working in their designated department but is kept under observation up
to 6 months although the probation period might vary in some cases. This observation period is
mainly known as probation period but the employee still receives all the same benefit packages
provided to the permanent employees.
Successful completion of the probation period results in permanent job confirmation. SQUARE
has a unique program called ‘The Buddy Program’ where the newly joined employee is paired
with another personnel of the particular department who assists him/her to adjust with the job
context, responsibilities, department cultures and other activities the newly joiner needs to
perform. This program also has an evaluation phase where both the buddies will evaluate each
other’s performance throughout the program.
Placement activities: The recruitment and selection team not only recruits personnel for the
company but also does all the placement activities for the new joiners. Placement activity
includes introducing the newly joined employee to their designated department, his supervisors,
and colleagues. It also includes acknowledging him/her to the company provided facilities for the
employees. The employees can also share their any grievance with the HR anytime.
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6. Findings and Analysis
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6.1 Findings and analyzing the effectiveness of Recruitment and selection
The main objective of the project was to find out the effectiveness of the recruitment and
selection of SQUARE Pharmaceuticals Ltd. and from the information collected from
interviewing different employees of the HR department and from my own observations while
working there I came up with some findings. They are-
Although SQUARE considers the leading and popular job sites for its external source but
at present there are many more job sites gaining popularity rapidly. For instance-
Everjobs.com, Chakri.com, LinkedIn. Candidates based on their personal experience
might prefer using any of the job sites for finding jobs. And therefore, SPL for not
posting in these sites might be losing potential candidates.
Whenever recruitment is done from the internal sources there are vacancies created in
those positions as well. Hence, the productivity gets affected. Although recruiting people
from outside sources helps the company to adopt new techniques, strategies, methods
which the new joiner used to apply in his/her previous job.
While working with the recruitment process I noticed that there are insufficient numbers
of Hall rooms and meeting rooms for conducting the written test, interviews. The
recruitment team goes through enormous hassle while conducting the written test of
40/60 candidates. The candidates are accommodated in two or three rooms, the non-
management employees with sometimes interns need to be there for the invigilation
purpose, delivering the scripts, keeping track of the time everything makes it hectic for
the team while conducting the test. Besides due to unavailability of room the written tests
are taken after the office hours. Sometimes it happens that, suddenly there is need of a
room and pre-scheduled interviews needs to be delayed and for this the candidates who
came for the interview on time has to wait for hours.
The recruitment process being lengthy takes a lot of time. Sometimes between an
ongoing recruitment the candidate is seen switching to other company. While working
there I personally experienced such an incident. A candidate, he attended the written test,
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interview and got finally selected afterwards when he was called for collecting the offer
letter he denied as he got a better opportunity in another company. On the other hand the
pre-employment medical test which is a must is very time consuming and the candidates
who resides outside Dhaka face problems as they have to come several times at CHQ for
the report. It also creates problem for the candidates who are already doing jobs as they
need to take leave from their office.
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7. Recommendations
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7.1 Recommendations
Considering the findings regarding the recruitment and selection team of SQUARE
Pharmaceuticals Ltd. the probable recommendations are-
For getting the potential candidate in the country, SQUARE should consider posting their
job advertisements in other job sites (Chakri .com, LinkedIn, Everjobs etc.) and should
also consider application of the candidates based on their qualifications rather than the
institution.
The number of Hall rooms and meeting rooms should be increased in order to conduct
the written tests, interviews effortlessly. Each and every department should have
minimum one or more meeting rooms based on the number of employees working in that
specific department so that the interviews and other meetings can be operated with ease.
The recruitment process should be reduced and the time limit should also shortened for
the convenience of the candidates so that they do not have to come to the head office
regularly.
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Conclusion
Recruitment and Selection process is the first phase of keeping that enthusiasm in the department
and indeed one of the chief important functions of the HR Department. SQUARE
Pharmaceuticals Ltd. is trying to go with the flow of globalization and attaining strategies to
expand the business to achieve the long term objective and by observing the trends it can be
clearly stated that they are being successful on their goal. With the vision in mind, HR
Department is formulating the activities in the most efficient, effective manner and keeping up
the pace with the fast growing pharmaceutical industry. Keeping the importance of time in mind,
if the procedure is modified – SQUARE Pharmaceuticals Ltd. will be able to attain more talents
and it can be said undoubtedly that SQUARE Pharmaceuticals Ltd. provides huge support in
employee career development and eventually turns them into an asset in the long run. To sum up,
this report showed an in-depth analysis of their effectiveness of recruitment process along with
some problem identifications as well as some possible solutions as recommendations.
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References:
"Square Pharmaceuticals Ltd.". Squarepharma.com.bd. N.p., 2017. Web. 21 July. 2017.
Dspace.bracu.ac.bd. N.p., 2017. Web. 16 July 2017.
"RECRUITMENT -HUMAN RESOURCE". Management-anoverview.blogspot.com.
N.p., 2017. Web. 17 July. 2017.
Acronyms:
HRM - Human Resource Management
HRD - Human Resource Department
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