Square Group Report

SQUARE GROUP OF COMPANY LTD.
| 1
SQUARE GROUP OF COMPANY LTD.
By
Md. Nasimul Islam : 09-14026-2
Md. Bokhtiar Chowdhury : 09-14216-2
Sabyasachi Sarker : 09-14213-2
Monisha Mustarin : 09-13696-1
Tisha Farzana : 09-13486-1
Sanjida Khanom : 09-14291-2
A research paper submitted to Ms. Nishat Moumita, Lecturer, American

International University-Bangladesh, in partial satisfaction of the requirements
for Human Resource Management Course.
Fall 2010
Dhaka, Bangladesh
To
SQUARE GROUP OF COMPANY LTD.| 2
Mrs. Nishat Moumita
Lecturer, American International University
Bangladesh.
Subject: Seeking permission to prepare project report on Square Consumer

Products Ltd.
Dear Madam,
We the six group members in sec – A of Human Resource
Management course are willing to prepare our project report on
Square Group of Company Ltd.
In this circumstance, we request you to give us permission to prepare

our project report on this topic.
Your sincerely,
Md. Nasimul Islam Sabyasachi Sarker

Md. Bokhtiar Chowdhury Monisha Mustarin
Tisha Farzana Sanjida Khanom
Acknowledgement
First of all we express our gratefulness to the Almighty, without His divine blessing it would
not be possible for us to complete this research successfully. We sincerely like to thank our
honorable research supervisor Mrs. Nishat Moumita, lecturer, department of Business
Administration, American International University-Bangladesh (AIUB) for her great
inspiration and proper guidance throughout the whole research work. We are also grateful to
all of our respected teachers without whom we would never reach at this educational stage.
We are thankful for their time and ideas and appreciate their availability whenever we turned
to them.
Summary of the report
SQUARE today symbolizes a name – a state of mind. But its journey to the growth and
prosperity has been no bed of roses. From the inception in 1958, it has today burgeoned into
one of the top line conglomerates in Bangladesh. Square Pharmaceuticals Ltd., the flagship
company, is holding the strong leadership position in the pharmaceutical industry of
Bangladesh since 1985 and is now on its way to becoming a high performance global player.
We strive for practicing good governance in every sphere of activities covering inter alia not
being limited to, disclosure & reporting to shareholders holding AGM in time, distribution of
dividends and other benefits to shareholders, reporting/dissemination of price sensitive
information, acquisition of share by insiders, recruitment & promotion of staff, procurement
& supplies, sale of assets etc. all that directly and indirectly affect the interest of concerned
groups the shareholders, the creditors, suppliers, employees, government and the public in
general.
Table of contents
1) Introduction of the Organization……………………………. Page: 5
2) Organizational Overview……………………………………. Page: 5 – 7
3) Scope of the Study…………………………………………… Page: 7
4) Methodology………………………………………………….. Page: 8
5) Limitation…………………………………………………….. Page: 8
6) Analysis and Discussion……………………………………… Page: 8 -- 25
7) Major Findings………………………………………………. Page: 26
8) Recommendation……………………………………………. Page: 26
9) Conclusion…………………………………………………… Page: 27
10) Bibliography…………………………………………………. Page: 24
11) Acknowledgement…………………………………………... Page: 3
12) Summary of the report……………………………………... Page: 3
Introduction of the organization

Square today symbolizes a name – a state of mind. But its journey to the growth and
prosperity has been no bed of roses. From the inception in 1958, it has today burgeoned into
one of the top line conglomerates in Bangladesh. Square Pharmaceuticals Ltd., the flagship
company, is holding the strong leadership position in the pharmaceutical industry of
Bangladesh since 1985 and is now on its way to becoming a high performance global player.
We strive for practicing good governance in every sphere of activities covering inter alia not
being limited to, disclosure & reporting to shareholders holding AGM in time, distribution of
dividends and other benefits to shareholders, reporting/dissemination of price sensitive
information, acquisition of share by insiders, recruitment & promotion of staff, procurement
& supplies, sale of assets etc. all that directly and indirectly affect the interest of concerned
groups the shareholders, the creditors, suppliers, employees, government and the public in
general..
In 2001, SCPL started its operation as an individual company. Within a very short span of
time SCPL has already drawn the attention of the consumers by providing quality products
and preferred services. Our dedications to quality, uniform products, customer service and
competitive prices have given us unique position in the market.
New products are continuously being developed and evaluated for our growing market.
Organizational Overview
Key to our success is the commitment we confirm, quality product we produce, and the
delivery we make in time reasonable price we offer. The imported branded machineries from
the world famous manufacturer of USA, UK, Germany, Japan, Switzerland, Italy and Spain
did add something extra to our business credentials. We try to improve the workmanship and
professional skills of the staff working with through imparting in house and local training.
Quality is our top priority and we always look for the excellence choosing the best options.
Reliability, quality in the service, corporate culture of team work, operational cost
effectiveness, unique workmanship compliance system & customers satisfaction are our
prime concerns and we always devote best professional efforts to keep things getting better
holding the valued customers on track. We care to respond to the customers’ needs, choice,
tastes and fashion to promote business ties for long. Nothing delights us more than the
customer’s satisfaction.
We have a tradition to welcome the initiatives of the people interested in us to improve the
policy input.
VISION
We 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.
MISSION
Our 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.
The key elements of their value system include :
(1) Impressive Services
(2) Innovation
(3) Customer Satisfaction
(4) Belief in our Employees
(5) Teamwork.
Feature:
Ensure strict compliance with WHO standards and local regulatory norms in every phase of
sourcing & procuring quality materials, manufacturing, quality assurance and delivery of
medicines.
Ensure all activities through documented Quality Management System (QMS) complying
International Standard requirements of ISO 9001 through continuously developing Human
Resources by regular training and participation.
Square is committed to undertake appropriate review, evaluation and performance

measurement of processes, business activities and Quality Management System for continual
improvement to ensure highest standard, customer satisfaction, developing human
resources and company's growth.
Scope of the study
We are doing our research in Mohakhali area of Dhaka city. Our topic is on “Square Group of
Company” which is located in DOHS, Baridhara. We have visited there several times to
collect our data. The details are given below:
Company Name: Square Group of Company Ltd.
SQUARE Centre
48, Mohakhali C/A
Dhaka 1212, Bangladesh
Phone: +88-02-8859007, +88-02-8833047 up to 56
+88-02-8834941, +88-02-8828768, +88-02-
Facsimile:
8828609
Methodology
Our data collection technique is Case Study technique (secondary data). We have made a
study on our topic. We used all possible ways to find our data’s. We visited the
organization, searched in websites, books, journals, magazines and so on. We considered
the higher percentages of information.
Limitation
During doing our research we faced some problems. These problems are highlighted
below:
(1) Lack of funds
(2) Lack of time
(3) Social barriers
(4) People of the organization were not co-operating properly
(5) Problem to get a good source of using internet etc.
Analysis and Discussion
The main purpose of the research is retrieve the Human Resource Management functions,
process etc. the whole company maintains same procedure, have the same functions in
HRM process. The main functions are ---
• Staffing
• Training and Development

• Motivation
• Maintenance
• Staffing Function:
Employment planning -- ensures that staffing will contribute to the organization’s

mission and strategy
Job analysis -- determining the specific skills, knowledge and abilities needed to be
successful in a particular job. defining the essential functions of the job
Recruitment -- Recruitment is an important part of an organization’s human resource

planning and their competitive strength. Competent human resources at the right positions in
the organization are a vital resource and can be a core competency or a strategic advantage
for it.
Recruitment is the process through which the organization seeks applicants for potential
employment. Selection refers to the process by which it attempts to identify applicants with
the necessary knowledge, skills, abilities and other characteristics that will help the company
achieve its goals, companies engaging in different strategies need different types and
numbers of employees. The strategy a company is pursuing will have a direct impact on the
types of employees that it seeks to recruit and selection.
Purpose and Importance of Recruitment

The Purpose and Importance of Recruitment are given below:
• Attract and encourage more and more candidates to apply in the organization.
• Create a talent pool of candidates to enable the selection of best candidates for the
organization.
• Determine present and future requirements of the organization in conjunction with its
personnel planning and job analysis activities.
• Recruitment is the process which links the employers with the employees.
• Increase the pool of job candidates at minimum cost.
• Help increase the success rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants.
• Help reduce the probability that job applicants once recruited and selected will leave
the organization only after a short period of time.
• Meet the organizations legal and social obligations regarding the composition of its
workforce.
• Begin identifying and preparing potential job applicants who will be appropriate
candidates.
• Increase organization and individual effectiveness of various recruiting techniques
and sources for all types of job applicants
Recruitment Process
The recruitment and selection is the major function of the human
resource department and recruitment process is the first step towards creating the competitive
strength and the recruitment strategic advantage for the organizations. Recruitment process
involves a systematic procedure from sourcing the candidates to arranging and conducting the
interviews and requires many resources and time. A general recruitment process is as follows:
Identifying the vacancy:

The recruitment process begins with the human resource department
receiving requisitions for recruitment from any department of the company. These contain:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required
 Preparing the job description and person specification.

 Locating and developing the sources of required number and type of employees
(Advertising etc).
 Short-listing and identifying the prospective employee with required characteristics.
 Arranging the interviews with the selected candidates.
 Conducting the interview and decision making
1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making
The recruitment process is immediately followed by the selection process i.e. the final
interviews and the decision making, conveying the decision and the appointment
formalities.
Source of recruitment
There are two kinds of source SQUARE uses for recruitment .They are
1. External source
2. Internal source.
We try to discuss all relative sources which are used for recruitment in SQUARE.
 Internal source:
Internal recruitment applies to the people working in the present organization. They are given
a chance to apply for a given vacant position first. This may include a change in profile on
the part of the employee. Internal recruitment is more economical and less time consuming
for the company.
SQUARE thinks that current employees are a major source of recruits for all but entry-level
positions. Whether for promotions or for ‘Lateral’ job transfers, internal candidates already
know the informal organization and have detailed information about its formal policies and
procedures. Promotions and transfer are typically decided by operating managers with little
involvement by HR department.
Some Internal Sources of Recruitments are given below:
1. Job-posting programs:
2. Transfers:
3. Promotions:
4. Upgrading & Demotion

5. Retired Employees & Retrenched Employees
6. Dependents and Relatives of Deceased Employees
Advantage of Internal Recruitment:
 Less Expensive.
 Existing Employees Have Opportunity to enhance their career.
 Further job opportunities may be created as a result of recruiting internally.
 Organization can make use of its pool of existing worker.
Disadvantage of Internal Recruitment:
 Smaller pool of workers to choose from.

 Less Opportunity to bring new skills, ideas and experience into the organization.
 Lack of ownership of tasks due to employee expectations of moving on another job.
 Lack of stability in work teams due to team members regularly moving to other
positions.
 External source:
External recruitment has to do with external candidates applying for an available position.
Naturally, the resources spent for the overall selection process are more. When job opening
cannot be filled internally, the HR department of SQUARE must look outside the
organization for applicants. We discuss all the external source of recruitment at bellow:
1. Walk-Ins And Write-Ins:
2. Employee Referrals:
3. Advertising:
4. Press Advertisement
5. Internet:
6. Educational Institutes
7. Placement Agencies
8. Employment Exchanges:
9. Labor Contractors:
10. Unsolicited Applicants:
11. Recruitment At Factory Gate:
Advantage of External Recruitment:
 New Workers can bring new skills and innovation to the organization.
 The organization at attracts a wider pool of workless from home and abroad.
 More chance of recruiting a “Good fit” because the organization is recruiting from a
wider pool.
Disadvantage of External Recruitment:
 More expensive.
 Existing employees will not have the chance to enhance their careers.
 Recruitment process may be slower.
 Selection:
Selection is the process of choosing Individuals who have the necessary qualifications to
perform a particular job well. The process of assessing who will be successful on the job, and
the communication of information to assist job candidates in their decision to accept an offer.
Selection Process:-
There are eight steps in selection process are given below:
• Hiring decision
• Realistic job previous
• Supervisory interview
• Medical evaluation
• References & background checks
• Selection interview
• Employment tests
• Preliminary reception of application
First the selection criteria are established usually on the basis of current & sometime structure
job requirement. These criteria include such items as knowledge, education, skills &
experience.
1. The candidate is requested to complete an application form.

2. A screening interview is conducted to identify the more promising candidate’s.
3. Additional information may be obtained by testing the candidate’s qualifications
for the position.
4. Formal interviews are conducted by the manager his or her superior & other
persons within the organization.
5. The information provided by the candidate is checked & verified.
6. A physical examination may be required.
On the basis of the result of previous steps. The candidate is either offered the job or
informed that he or she has not been selected for the position.
E –Recruitment Of Square Pharma
Related links:-
 E- Recruitment
 HR Practices & climates
 Training & Employee development in Square
 Available jobs
 New user registration.
E-Recruitment
The buzzword and the latest trends in recruitment is the “E-

Recruitment”. Also known as “Online recruitment”, it is the use of technology or the web
based tools to assist the recruitment processes. The tool can be either a job website like
naukri.com, the organization’s corporate web site or its own intranet. Many big and small
organizations are using Internet as a source of recruitment. They advertise job vacancies
through worldwide web. The job seekers send their applications or curriculum vitae (CV)
through an e-mail using the Internet. Alternatively job seekers place their CV’s in worldwide
web, which can be drawn by prospective employees depending upon their requirements.
The internet penetration in India is increasing and has tremendous potential. According to a
study by NASSCOM – “Jobs is among the top reasons why new users will come on to the
internet, besides e-mail.” There are more than 18 million resume’s floating online across the
world.
The two kinds of e-recruitment that an organization can use is –
Job portals:
Posting the position with the job description and the job specification on the job portal and
also searching for the suitable resumes posted on the site corresponding to the opening in the
organization.
Creating a complete online recruitment/application section in the company’s own website. -

Companies have added an application system to its website, where the ‘passive’ job seekers
can submit their resumes into the database of the organization for consideration in future, as
and when the roles become available.
Resume Scanners:
Resume scanner is one major benefit provided by the job portals to the organizations. It
enables the employees to screen and filter the resumes through pre-defined criteria’s and
requirements (skills, qualifications, experience, payroll etc.) of the job.
Job sites provide a 24*7 access to the database of the resumes to the employees facilitating
the just-in-time hiring by the organizations. Also, the jobs can be posted on the site almost
immediately and is also cheaper than advertising in the employment newspapers. Sometimes
companies can get valuable references through the “passers-by” applicants. Online
recruitment helps the organizations to automate the recruitment process, save their time and
costs on recruitments.
Online recruitment techniques
• Giving a detailed job description and job specifications in the job postings to attract
candidates with the right skill sets and qualifications at the first stage.
• E-recruitment should be incorporated into the overall recruitment strategy of the

organization.
• A well defined and structured applicant tracking system should be integrated and the
system should have a back-end support.
• Along with the back-office support a comprehensive website to receive and process
job applications (through direct or online advertising) should be developed.
Therefore, to conclude, it can be said that e-recruitment the “Evolving face of recruitment.”
Human Resource: Practices & Climates
Square, with its progressive business outlook, believes and practices corporate work culture
with a classic blend of efficiency and equity. Square believes in company growth by
increasing efficiency level of employees and for that offering excellent environment and
support for skill and knowledge up gradation. Square values productivity as the spontaneous
contribution of Human Resources. Strategic Human Resource Development Programs are the
energy sources for Square HR for running towards the zenith of success. Flow of clear and
specific information and justification of queries play the vital role to ensure the market
reputation of Square as the most trusted and transparent company and it enriches the
motivation level of HR who are the real contributors and owners of his / her own jobs. At
Square, HRD symbolizes the unique blending of professionalism as well as sharing the stress
and success equally like a family where every member has deep concern, feelings and pride
for their own company Square. HR ensures the strong supporting role to develop &
implement HR policy guidelines for ensuring uninterrupted operation and spontaneous
participation to achieve organizational objective as well as fulfillment of employee needs. HR
is maintaining an effective way to deal with labor union and still no unrest has been recorded
as dispute. Personnel working here are taking care of Square as if it is their own family.
Employee-employer relation is cordial and supporting always.
Training & Employee Development in Square
Our Training & Development enables our people to enhance their skills, keep them updated
with recent changes. We offer both on-the-job and off-the- job at both theoretical and
practical training opportunities through a range of Local, Regional and International Training
programs that include both functional and managerial levels on the basis of Training Need
Assessment. Training Need Analysis (TNA) is conducted by Department Heads and Human
Resource Department jointly on the basis of job analysis.
Management Development Training
Round the year, management development training is organized for managers & executives at
our Corporate Headquarters, Dhaka Unit & Pabna Unit. Our own and renowned resource
persons from home & abroad conduct the training sessions. We also send our employees to
renowned local training institutes for specialized training.
Overseas Training
We send our employee to abroad for training program depending on availability of

appropriate topics. Technical persons of our factories attend the Factory Assessment Test
(FAT) in various parts of the world for smooth operation of equipments.
Field Forces Training & Development
Each year, a significant number of Field Forces complete their induction training program
and joined to their respective markets and appear at examination in every month for further
development.
Field Forces Refresher Course
For updating product knowledge and selling skills of field forces, Refresher Course is
organized in four different regions in every month.
Territory Manager Training
Twice in every year, mid-level managers of sales participate in the training program titled
“Sales Territory Management” at a regular basis.
Distribution:
Every year a number of Distribution Assistants (DA), Data Entry Operators (DEO) go under
induction training program immediately after initial recruitment. Each month, Refresher
course for DA, Driver and Packers is organized in two different depots for updating their
knowledge.
Available jobs:-
Square Pharmaceuticals LTD. is inviting applicants for the following positions.
• Job title
• Department
• Last date of application.
New user registration:-
1. Set up your log in id & password…….
• Email:
• Password:
• Confirm
• Password:
2. If you forget your password…….

• Country:
• Date of birth:
• National Id No or
• Password No:
Other Activities:
Students of various universities are placed as Interns in different departments. Significant

number of students completed their In-Plant Training in our Plants. Coordinating factory
visit for different government and Institutions. All newly joined executives go through a
structured Orientation Program. We conduct health, Hygiene & different awareness program
for our colleagues. We conduct training on different compliance parameters for our factory
colleagues.
Performance Management
Performance appraisal is the process of assessing employee’s past performance, primarily for
reward, promotion and staff development purposes. ‘Performance appraisal (is) a process
that identifies, evaluates and develops employee performance to meet employee and
organizational goals.
Performance Appraisal doesn’t necessarily use to blame or to provide a disciplinary action.

Previous management theories used to view performance appraisal as a stick that
management has introduced to beat people. Performance appraisals are now more clarified
and they concentrate on developing organizational strengths and employee performance.
Purpose of Performance Appraisal in SQUARE
 To review past performance

 To assess training needs
 To help develop individuals
 To audit the skills within an organization
 To set targets for future performance
 To identify potential for promotion
 To provide legal & formal justification for employment decision
 To diagnose the hidden problems of an organization
Performance Appraisal Process
Who Appraises ---

• Supervisors
• Subordinates
• Peers
• Clients/customers
• Self appraisal
• 180/360 degree approach
Approaches to measuring performance in Square textile. There is various kind of method for
measuring performance appraisal. But we get information that Square uses only two types of
performance method. These are at below:
1. 360- degree feedback

2. Experience based.
 360-degree feedback
One currently popular methods of performance appraisal is called 360-degree feedback. With
this method managers peers, suppliers or colleagues are ask to complete questionnaire. The
questionnaires are generally lengthy.
 Experience based
SQUARE measure the performance of employee by experience. For example MR. X has
been working in Square for three years and MR. Y has been working in Square for two years.
So Square favor MR. X for his more experience.
Job Description
The Job description emphasizes the duties or tasks to be carried out on the Job.
For QC
Major Duties and responsibilities:
• Formulation development for Herbal and Nutraceuticals dosage form.

• Generate information and prepare technology transfer package.
• Develop stability indicating test method.
• Prepare and update reports of development and process validation batches.
• Provide analytical support regarding cleaning validation.
• Support regulatory requirements.
For PMD
Job Location: Corporate Headquarters, Dhaka
Major Duties and Responsibilities:
• Undertake all activities regarding new product launching.

• Craft Strategy and develop marketing plan.
• Formulate annual budget for assigned products.
• Develop promotional materials.
Job Specification
The emphasis is on identifying the competencies the jobholder must process to be a

successful performer in the specified job.
For QC
Pre-requisite to apply:
M. Pharm / B. Pharm (4 years)
1-2 years of relevant experience is preferable
Within 28 years of age.
Well conversant with MS-Office.
Good communication Skill.
1) For PMD
Pre-requisite to Apply:
Good interpersonal and communication skill.
Smart, energetic & willing to travel extensively.
Ready to work under pressure.
Fluent in English and conversant with MS Office.

Within 28 years of age.
Salary - Negotiable
Motivation and Maintenance
As the area of human resource management becomes more strategic and more global it is
becoming more important and critical to the organization. While not all companies are
recognizing this yet, those that are most effective and most admired, seem to be the ones that
are. As a consequence they are doing many things that make their management of human
resources as effective as possible.
The most difficult job that faces a supervisor is learning how to effectively motivate and keep
his/her employees motivated. The average person when asked how to motivate someone will
tell you what motivates him or her. Unfortunately, everyone is different and what motivates
one employee may only make another employee angry. The method we use to motivate each
employee must be tailored to the individual employee. We must offer them something that
value as an incentive to work towards a goal. One size does not fit all when it comes to
motivation. In this company HR peoples are committed to motivate people. They give some
sort of motivation to work hard in the organization. Some of the motivating steps are –
1. Increase salary
2. Promotion
3. Benefits like health, comfortable time, travelling expenses etc.
4. bonuses
5. profit sharing
6. pension plans
7. paid leaves
8. purchase discounts
9. Ensure a secure job
10. Compensate employees
Maintenance:
The last phase of the HRM process is called the maintenance function. As the name implies,
the objective of this phase is to put into place activities that will help retain productive
employees. When one considers how job loyalty of employees has declined in the last decade
-- brought about in part by management responses to leveraged buyouts, mergers,
acquisitions, downsizing, changing family requirements and increased competition -- it is not
difficult to see the importance of maintaining employee commitment. To do so requires some
basic common sense and some creativity.
HRM must work to ensure that the working environment is safe and healthy; caring for
employees' well-being has a major effect on their commitment. HRM must also realize that
any problem an employee faces in his or her personal life will ultimately be brought into the
workplace. Employee assistance programs, such as programs that help individuals deal with
stressful life situations, are needed. Such programs provide many benefits to the organization
while simultaneously helping the affected employee.
In addition to protecting an employee's welfare, it is necessary to HRM to operate

appropriate Communication Programs in the organization. Included in such programs is the
ability for employees to know what is occurring around them and to vent frustrations.
Employee relations programs should be designed to ensure that employees are kept well
informed and to foster an environment where employees' voices are heard, if time and effort
are expended in this phase. HRM may be available to achieve its ultimate goal of having
competent employees, who have adapted to the organization's culture, with up-to-date skills,
knowledge, and abilities, who exert high energy levels, and who are now willing to maintain
their commitment and loyalty to the company. This process is difficult to implement and
maintain but the rewards should be such that the effort placed in such endeavors is warranted.
The maintenance function of HRM includes –
1. the safety and health of employees
2. staff communication,
3. Employee relations.
In the modern context, it can also refer to diversity management, especially in the context of
cultural diversity management in the international HRM environment.
Major Findings
There are some problems inside the organization that we found during our research. The
problems are :
(1) Labor turnover is moderately high.
(2) In some sector of some department working condition is not so good.
(3) Selection Process
(4) The employees of the organization do not speak frankly with the visitors like
students
(5) Work specialization practice is common there.
(6) SQUARE group do not select any employee from job fairs.
Recommendation
(1) There should be a good understanding between managers and lower level employees.
(2) They should recruit more people thus they can decrease the work pressure.
(3) There should be a very skill full person in every sector to take the right decision.
(4) The employees should be frankly with the visitors due to make more good reputation
than present Work specialization practice should be changed to avoid repetition.
(5) Employees should be serious about their work and there should be a search option in
their web pages
Conclusion
Finally Square, with its progressive business outlook, believes and practices corporate work
culture with a classic blend of efficiency and equity. square believes in company growth by
increasing efficiency level of employees and for that offering excellent environment and
support for skill and knowledge up gradation. square values productivity as the spontaneous
contribution of Human Resources. Strategic Human Resource Development Programs are the
energy sources for square HR for running towards the zenith of success.
. HR ensures the strong supporting role to develop & implement HR policy guidelines for
ensuring uninterrupted operation and spontaneous participation to achieve organizational
objective as well as fulfillment of employee needs. HR is maintaining an effective way to
deal with labor union and still no unrest has been recorded as dispute. Personnel working here
are taking care of square as if it is their own family. Employee-employer relation is cordial
and supporting always.
Bibliography
We collected our dates’ from different types of book on management, journals, news
papers, website of “Square Group” and also from magazines.
The websites we searched data from are:

www.wikipedia.org
www.yahoosearch.com
www.googlesearch.com
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SQUARE GROUP OF COMPANY LTD.

SQUARE GROUP OF COMPANY LTD.

Md. Nasimul Islam : 09-14026-2

Md. Bokhtiar Chowdhury : 09-14216-2

Sabyasachi Sarker : 09-14213-2

Monisha Mustarin : 09-13696-1

Tisha Farzana : 09-13486-1

Sanjida Khanom : 09-14291-2

A research paper submitted to Ms. Nishat Moumita, Lecturer, American

Mrs. Nishat Moumita

Lecturer, American International University

Subject: Seeking permission to prepare project report on Square Consumer

In this circumstance, we request you to give us permission to prepare

Md. Nasimul Islam Sabyasachi Sarker

Summary of the report

1) Introduction of the Organization……………………………. Page: 5

2) Organizational Overview……………………………………. Page: 5 – 7

3) Scope of the Study…………………………………………… Page: 7

6) Analysis and Discussion……………………………………… Page: 8 -- 25

7) Major Findings………………………………………………. Page: 26

10) Bibliography…………………………………………………. Page: 24

11) Acknowledgement…………………………………………... Page: 3

12) Summary of the report……………………………………... Page: 3

Introduction of the organization

The key elements of their value system include :

(1) Impressive Services

(3) Customer Satisfaction

(4) Belief in our Employees

Square is committed to undertake appropriate review, evaluation and performance

Scope of the study

Company Name: Square Group of Company Ltd.

(1) Lack of funds

(2) Lack of time

(3) Social barriers

(4) People of the organization were not co-operating properly

(5) Problem to get a good source of using internet etc.

Analysis and Discussion

• Training and Development

Employment planning -- ensures that staffing will contribute to the organization’s

Recruitment -- Recruitment is an important part of an organization’s human resource

Purpose and Importance of Recruitment

Identifying the vacancy:

 Preparing the job description and person specification.

7. Conducting interview and decision making

Some Internal Sources of Recruitments are given below:

4. Upgrading & Demotion

Advantage of Internal Recruitment:

Disadvantage of Internal Recruitment:

 Smaller pool of workers to choose from.

1. Walk-Ins And Write-Ins:

10. Unsolicited Applicants:

11. Recruitment At Factory Gate:

Advantage of External Recruitment:

Disadvantage of External Recruitment:

There are eight steps in selection process are given below:

1. The candidate is requested to complete an application form.

E –Recruitment Of Square Pharma

The buzzword and the latest trends in recruitment is the “E-

The two kinds of e-recruitment that an organization can use is –

Creating a complete online recruitment/application section in the company’s own website. -

Online recruitment techniques

• E-recruitment should be incorporated into the overall recruitment strategy of the