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Dissertation Report On

Role of Effective Training for Organizational Development:

A Study on Beximco Pharmaceuticals Ltd.

Prepared under the supervision of:

Mr. Mohammad Masudur Rahman Asst. Professor & Supervisor, Internship Program

Faculty of Business Administration and Industrial Management

European University of Bangladesh (EUB)

Prepared by: Ashaduzzaman ID: 130104008 Program: EMBA Department of Business Administration and Industrial Management European University of Bangladesh (EUB)

Date of submission: 23 th August 2014

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Letter of Transmittal

22ndAugust, 2014

Mohammad Masudur Rahaman Assistant Professor and Supervisor, Internship Programme

Faculty of Business and Industrial Management

European University of Bangladesh (EUB) Shyamoli, Dhaka.

Subject: Submission of Internship Report.

Dear Sir,

I am highly glad to submit the internship report after getting a successful programme for a period of 3 (three) months. I have got a lot of opportunities to gather knowledge and experience to write the internship report on “Internship Report on Role of effective training for organizational development: A Study on Beximco Pharmaceuticals Ltd.’’.

I have the honor to request you to examine & evaluate the report at your convenience and obliged thereby. I am always ready to furnish any sort of information for improvement of the report, if necessary.

Sincerely yours,

Ashaduzzaman

ID#130104008

EMBA (3rd Batch)

Semester: Spring, 2013

European University of Bangladesh (EUB) Shyamoli, Dhaka.

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Acknowledgement

Intellectually, professionally and personally I am grateful to Mr. Mohammad

Masudur Rahman, Asst. Professor, and Faculty of Business and Industrial

Management, European University of Bangladesh (EUB) my mentor who inspired

my interest in the project. This exercise could not have been accomplished but

for him unstinted cooperation and guidance, understanding and sympathies on

the presentation of the material and for his excellent timely feedback.

In the academic community, I thanked Prof. Dr. Abdul Awal Khan, Dean, Faculty

of Business and Industrial Management European University of Bangladesh

(EUB) who has always been very encouraging to me by his intellectual technical

inputs about writing the thesis and for creating and nurturing a supportive

intellectual environment. In his capacity as dean of the faculty of MBA program,

he ensured his fullest cooperation to enable me to enjoy my studies during 1

years and 7 month long stay in EUB and subsequently successful completion of

this study under his creative leadership.

I am also obliged to Mr.Dr.Motiul Islam, Sr. Manager, Training Department of

Beximco Pharma who had always been very supportive to me in my endeavor.

I would also like to thank Mr. Dr.Sajjad Jahir, Manager, training Department of

Beximco for his instrumental help without which the timely completion of this

task would have been very difficult for me. My interaction and discussion with

him has proved to be very fruitful in writing the project.

It has been a great pleasure for me personally and professionally to work and

interact with numerous other people, I apologize to them for not mentioning

their name here. I would cherish my association with these people and I am

thankful to them for their understanding whenever I may not have measure up

to their expectation .I shall always remember the support and cooperation, it

was my good fortune, to receive from all of them and I am aware this was due to

their generous disposition.

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I once again express my sincere thanks to all those directly or indirectly

associated with me in this effort for their cooperation and courtesies. I would

also like them to permit me to wish them all the great happiness and all the

great success in this work, their continued and fruitful interaction and

association made my task interesting, exciting, and enjoyable.

Ashaduzzaman

ID#130104008

EMBA (3rd Batch)

Semester: Spring, 2013

European University of Bangladesh (EUB) Shyamoli-Dhaka.

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Declaration

Certified that the dissertation report titled “Role of Effective Training for

Organizational Development: A Study on Beximco Pharmaceuticals Ltd”

submitted by Ashaduzzaman, ID No 130104008 of Spring, Semester2013 for the

degree of Executive Masters of Business Administration (EMBA) in the

Department of Business Administration, under the Faculty of Business and

Industrial Management, European University of Bangladesh (EUB), is his original

work carried out under my supervision. The report has reached the standard

fulfilling the requirements of the regulations relating to the degree.

Mohammad Masudur Rahman

Assistant Professor

Faculty of Business and Industrial Management

European University of Bangladesh (EUB)

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Certificate

This is to certify that Mr. Ashaduzzam has been serving in Sales team since 2nd May

2001 and from 3rd August 2014 he has been transfer to the sales Admin under HR

department as national sales coordinator, he was found honest, sincere, and

hardworking during his study. He is a man of profound knowledge, industrious,

enthusiastic and progressive and possesses dynamic personality. He is also found

to be a man of good moral character.

As reported by Mr. Ashaduzzaman, he is pursuing EMBA program major in Human

Resource Management in European University of Bangladesh and as a part of study

he is writing the dissertation report on “Role of Effective Training for

Organizational Development : A Study on Beximco Pharmaceuticals Ltd.”

I wish that his report will be up to the good satisfaction of the concerned authority

of European University of Bangladesh.

(M A Arshad Bhuiyan )

Sr. Manager Human Resources Beximco Pharmaceuticals Ltd.

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Acronyms and Abbreviation

A2I Access to Information

ADF Asthma Drug Facility

AGES Austrian Agency for Health and Food Safety

AIM Alternative Investment Market (UK)

ANVISA

Agência Nacional de Vigilância Sanitária (National

Health Surveillance Agency Brazil)

API Active Pharmaceutical Ingredient

ASE Area Sales Executive

ASHIC

ASHIC Foundation( Named by a young man ASHIC, died

for cancer)

BPATC Bangladesh Public Administration Training Centre

BIHRM Bangladesh Institute of Human Resource Management

BPL Beximco Pharmaceuticals Ltd.

CDF Credit and Development Forum

CFC Chloro Fluoro Carbon

CFO Chief Finance Officer

COO Chief Operating Officer

COPD Chronic Obstructive Pulmonary Diseases

DCCI Dhaka Chamber of Commerce and Industry

DPI Dry powder inhaler

ED Executive Director

EU European Union

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EUB European University of Bangladesh

FFS Form-Fill-Seal

GCC Gulf Central Committee (Dubai)

GMP Good Manufacturing Practice

GSK with GlaxoSmithKline

HFA Hydro Fluoro Alkenes

HPMC Hydroxy Propyle Methyl Cellulose

HR Human Resource Department

IMT International Marketing Team

INVIMA

Instituto Nacional de Control de Medicinas y Alimentos

- National Institute for Control of Medicines and Food

(Colombia)

LVP Large volume parenteral

MAMA Mobile Alliance for Maternal Action

MCC Medicines Control Council ( South-Africa)

MD Managing Director

MDI Meter Dose Inhaler

MHRA

Medicine & Healthcare Products Regulatory

Agency(UK)

MNC multinational corporation

MOHFW Ministry of Health and Family Welfare

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MPE Medical Promotion Executive

MSD Medical Services Department

OSD Oral Solid Dosage

PFS Prefilled syringes

R & D Research & Development

ROI Return On Investment

RSE Regional Sales Executive

SBM Strategic Brand Management

SFE Sales Force Excellence

SHE Safety Health and Environment

TGA Therapeutic Goods Administration(Australia)

TIDM Tradable Instrument Display Mnemonic

TNA Training Need Assessment

UNEP United Nations Environment Program

UNICEF United Nations International Children's Emergency Fund

US FDA United State Food And Drug Administration

USAID United States Agency for International Development

WHO World Health Organization

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Executive Summery

Human capital is the differentiator between a good company and a great company. Effective training and development is an investment in the human resources of an organization, with both immediate and long-term returns. This primary data, secondary data and literature review based article presents different viewpoints regarding the significance of training & development for employee performance and organizational effectiveness. Obsolescence among the employees and the need to adapt to the technological, organizational and social changes make continuous learning and updating of skills indispensable for an organization. Firms need to manage training programs more effectively so that they can get the highest returns from their investment. Human capital is an important asset for organizations under intense competition. Training and Development function enables human capital to unleash their dexterity. A profound training program acts as a vehicle to enhance employee skills and enable them to perform better in their job. Training and development is very crucial to the employees, the organization and their effectiveness.

The first chapter provides the significant of the training program, background behind the study, the scope, objective and rational of the study. Some limitation

and methodology is also described in this chapter.

The second chapter deals with literature review of the study where researcher found verities of definition on training and development also different method,

steps of training, design of training was discussed.

Third chapter concentrate on the over view of Beximco pharmaceutical, one of the largest pharmaceuticals industry in Bangladesh and the largest exporter of

medicine in the country.

Chapter four try to depict the training department of Beximco and its activity.

Chapter five illustrates the data analysis and its interpretation.

Chapter six deals with the critical analysis of the findings of the study.

Chapter seven is on conclusion tried to recommends the things, how an

organization becomes benefited by its employee proving training program.

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Table of content

Page No.

Letter of transmittal i

Acknowledgment ii

Declaration iv

Certificate v

Acronyms vi

Executive Summary x

CHAPTER -1. INTRODUCTION 1-9

1.1. Introduction 1

1.2. Background of The Study 2

1.3. Significant of The Study 2

1.4. Scope of The Study 3

1.5. Objective of The Study 4

1.6. Rational of The Study 5

1.7.Methodology 6

1.8.Limitation of The Study 7

CHAPTER-2.

Literature Review 8-19

CHAPTER-3. Overview and Organogram of

Beximco

20-35

3.1. Overview 20

3.2. Organogram 35

CHAPTER-4. The Training department of Beximco

Pharma and its activities. 36-36

4.1. The Training Department 36

4.2. Training Activity 36

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CHAPTER-5. 42-55 Data Analysis and Interpretation 42

CHAPTER-6.

Summary of Critical Findings 56

CHAPTER-7. 57-58

Conclusions

7.1. Recommendations 57

7.2. Implication for Further Research 58

59

Selected Bibliography

60

Annexure : Questionnaire 61-62

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CHAPTER 1

Introduction

1.1. Introduction

William James of Harvard University estimated that employees could retain their

jobs by working at a mere 20-30 percent of their potential. His study led him to

believe that if these same employees were properly motivated, they could work

at 80-90 percent of their capabilities. Behavioral science concepts like

motivation and enhanced productivity could well be used in such improvements

in employee output. Training could be one of the means used to achieve such

improvements through the effective and efficient use of learning resources.

Human resources, are the most valuable assets of any organization, with

the machines, materials and even the money, nothing gets done without man-

power. The effective functioning of any organization requires that employees

learn to perform their jobs at a satisfactory level of proficiency. Here is the role

of training. Employee training tries to improve skills or add to the existing level

of the knowledge so that the employee is better equipped to do his present job

or to prepare him for higher position with increased responsibilities. However

individual growth is not an end itself. Organization growth needs to be meshed

with the individual’s growth. The concern is for the organization viability, that it

should adapt itself to a changing environment. Employee growth and

development has to be seen in the context of this change.

The need for improved productivity in organization has become universally

accepted and that it depends on efficient and effective training. However, the

need for organizations to embark on staff development programme for

employees has become obvious. Absence of these programme often manifest

tripartite problems of incompetence, inefficiency and ineffectiveness. So

training and development aim at developing competences such as technical,

human, conceptual and managerial for the furtherance of individual and

organization growth which makes it a continuous process.

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1.2. Background of the study

In 1970s, the efforts of career planning and development were mainly dedicated

on young employees those demonstrate to have a high potential. It has been

suggested for the organizations to make plan for future and provide training and

development to their fresh employees for the high-ranking positions in future

(Moses 1999). However, the career path model develops very well through the

conservative commitment which employees would offer to their organization.

This commitment can be described as emotional agreement by which employers

are commonly guaranteed the loyalty for long term commitment with

organization in result of providing employees work safety, chances for

advancement in career, and training opportunities (Feldman 2000). The

proficiency to acquire on the commitment promptly on the top of organizations

reduced during 1980s when organizations were trying to moving a flat hierarchy

where fewer opportunities for promotion. In 1950s a particular number of

organizations adopted the similar way to train their employees. However, in

1950s Crotonville Management Development Institute has developed by General

Electric (Gerbman 2000). In start of 1960 MacDonald also followed this trend

and start Hamburger University for the training of their employees. Therefore

currently maximum number of organizations emphasized on the training and

development of the employees.

1.3. Significant of the study

The development of any organization depends on its employees. For

organizational productivity training and development assumes great

significance. Training aims at increasing the knowledge and skills of the

employee whereas organizational development on the other hand refers to

overall improvement of the organization such as its structure, objectives, policies

and procedures including managers and employees. Organizational development

can be achieved by hiring the services of the professional’s consultants. Training

and development programs are often viewed as part of organizational

development.

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A better knowledge about these things can facilitate the trainer as well as the

trainee in conducting and benefiting from the training. But training being a very

complex process makes it a bit difficult. So the best way to achieve it is by

studying and analyzing the feedback of employees as well as managers. The

study includes collecting information from employees of Beximco

Pharmaceuticals Ltd., analyzing it, interpreting it, and concluding useful

suggestions from it.

1.4. Scope of the study

Development of capacity of an employee involves with the change of skills,

knowledge, attitude and behavior of employees. It has a wider scope in the

present world. It is involved with more current jobs of the employees. So

effective training is job specific and is designed to make employees more

capable in doing the current job. No one can disagree about training because it

helps the employee to develop his capacity for doing more work. It is highly

essential in the field of commercial organization. Without training the capacity

development of employee cannot be undertaken. The employee without

technically know.-how cannot perform efficiently in the field of production.

Importance of capacity development of an employee through effective training

is always realized by the concerned entrepreneurs. Scope of such type of

training is always not available in our country.

There are many universities, training institutes such as Bangladesh Public

Administration Training Centre (BPATC), Bangladesh Institute of Management

(BIM),Credit and Development Forum (CDF) ,Continuing Education Center,

Dhaka Chamber of Commerce and Industry (DCCI) ,Bangladesh Institute of

Human Resource Management (BIHRM) which are providing training facilities for

the concerned employee. Moreover, there are some commercial organizations,

Banks, Insurance Company which have training institute of their own. Especially

job related training is imparted there. Development of capacity of the

employees through effective training program is neither always available nor

open for all in the country. If development is needed there must be arrangement

for development of capacity of the employees through effective training

facilities. More the training facilities widen, more scope for building up capacity

of the employees is expected.

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There is no doubt that the manpower is one of the factors of production.

Without this factor of production any organization cannot run. So the capacity of

man power or employees should be developed first and as such the capacity

development of employees must be considered essential. It is observed that

there are many organizations the employees of which are unskilled or semi-

skilled. A good benefit is not accrued from them. In order to get more benefit

from the employees there should be provision for developing capacity of

employees through effective training for unskilled or semi-skilled employees the

number of which are more. So there should be more training centers for the

employees to develop their capacity through training program. There is a ample

scope for such type of study in the country.

The study is conducted on the employees of Beximco Pharmaceuticals Ltd. The

study will help the organization:

To know the present condition of the Training & Development program.

To know the expectations of the employees towards Training and

Development program.

To know the willingness of the employees towards Training and

development programme.

1.5. Objective of the study

Primary Objective

To study the effectiveness of training and development programs in

Beximco Pharmaceuticals Ltd.

Secondary Objectives

To study the methods used in training the employees.

To analyze whether the quality of training and satisfaction of respondents

related.

To analyze whether the employees are satisfied with their current training

methods.

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To collect and analyze the views of the participants and superior on the

training.

To study the training program on the basis of relevance, implementation

and outcomes.

To conduct a systems-level audit of the effectiveness of training and

development programs.

To recommend appropriate measures to enhance the effectiveness of

training and development.

To increase knowledge, skill and abilities of the employees for done a

specific job.

To conduct training as per need of the organization, so that the knowledge

and skills of the employees are updated to meet the organizational needs.

To change the attitude and outlook of the employees through training.

1.6. Rational of the study

The capacity development of an employee through training helps to

improve the quality of work. It helps to increase productivity and quantity

of output.

Capacity development of an employee through training program helps

employee to be skilled and specialized for doing particular job which

increase the productivity and quality of the work,

If the capacity of the employee is developed through training this helps

the workers to become more loyal to the organization. As such a good

relationship can be established between the workers and the

management.

Training becomes more realistic if a right man (well trained) in the right

place is to be setup.

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If the capacity of an employee is developed through training, it increases

the morale of the employees develops leadership and step forward for

progress of the organization.

In the context of the above it is highly rationale to study the about the

capacity development of the employees through effective training

program.

1.7. Methodology

The methodology we are adopting for this specific research is that we are going

to interview the manager & asst. manager of training department of Beximco

Pharma and there would also be some of the employees are going to fill up

some questioner for which we helped them to understand the core concept of

the questions. The interview will be conducted by me and the questioner will be

filled by the respondent. There are total 6(six) question as open-ended for

interview and 12 close-ended questionnaire. Sample size for the Questionnaire

which I selected is 30.

The relevant information is collected from the primary sources and also

from the secondary sources.

Primary data are collected through:

Open ended and closes ended questions.

Relevant file study.

Conducted discussions with training manager/Asst. manager/ Medical

Promotion Executive (MPE) / Area Sales Executive (ASE)/Regional Sales

Executive (RSE)/Brand Executive/Officer, Accounts.

Secondary data are collected through:

Working Manuals.

Annual Report of Beximco Pharmaceuticals.

Website browsing.

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Sample Design:

Sl.

No.

Designation Number of

respondents/Person

1 Training Manager 1

2 Training Executive

1

3 Regional Sales Executive(RSE) 2

4 Area Sales Executive(ASE)

6

5 Officer, Accounts (Female) 2

6 Brand executive(Female) 2

7 Medical Promotion Executive(MPE)

16

Total 30

1.8. Limitation of the study

As the study is carried out for academic purpose, due to constraints of time

and cost, a comprehensive study was not possible. The Sample size was restricted to only 30. If it were increased many more

varied answers and suggestions would have been expected.

Fear of expressing the true facts among the respondents could be a

limitation. The employees found difficult to understand few questions. For preparing the study report necessary steps has been taken to collect

relevant information/data from the training department of Beximco Parma.

To do this work I could not collect all the required information easily without

facing questions and queries from the department.

Another problem I had to face in collecting data from BPL is that, there is

some important information that are confidential and policy related & not

supplied for publishing the report.

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CHAPTER 2

Literature review

Concept

Introduction

Training is the process of assisting a person for enchanting his efficiency and

effectiveness at work by improving and updating his professional knowledge by

developing skills relevant to his work and cultivating appropriate behavior and

attitude towards work and people.

Training could be designed either for improving present at work or for preparing

a person for assuming higher responsibilities in further which would call for

additional knowledge and superior skills.

Training is different education particularly formal education. While education is

concerned mainly with enhancement of knowledge, training aims essentially at

increasing knowledge, stimulating attitude and imparting skills related to a

specific job.

It is a continuous and life long process. Training provides an atmosphere of

sharing and synthesizing, with the help of the trainers, the information already

available on the subject. Training is a time bound activity program. Thus there is

a separate specialized discipline of trainers socializing in the field of human

activity.

Meaning

A business' most important asset is often its people. Training and developing

them can be one of the most important investments a business can make. The

right training can ensure that your business has the right skills to tackle the

future. It can also help attract and retain good quality staff, as well as increasing

the job satisfaction of those presently with you - increasing the chances that

they will satisfy your customers.

Thus Training is the act of increasing the knowledge and skills of employee. It is a

universal truth that the human resources available in an organization have to be

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managed more efficiently than the material resources comprising of machines

and money.

Eloquently putting “Training is a systematic development of the knowledge, skills

and attitudes required by employees to perform adequately on a given task or

job”.

Definition

“Training is the continuous, systematic development among all levels of

employees of that knowledge and those skills and attitudes which contribute to

their welfare and that of the company”.

- M.C Lord and Efferson

“Training may be defined as a process of developing an understanding of some

organized body of facts, rules and methods. This information concerns largely

the operative phases of an applied knowledge”.

- R.C Davis

Theories of training and development

Kirkpatrick evaluation model

The Kirkpatrick evaluation model or theory was developed in 1959 by University

of Wisconsin professor emeritus Donald Kirkpatrick. It consists of four levels of

evaluation: reaction of participants; learning, or the knowledge and skills gained;

behavior, or the ability to apply the new skills; and results, or the organizational

impact. Each level of evaluation builds upon and adds precision to the previous

level.

The reaction:

The reaction level measures how training participants react, including their level

of participation; ease and comfort of experience; and the level of effort required

to make the most of the learning. A reaction evaluation is inexpensive and

simple to administer using interaction with the participants, post-training

surveys and online questionnaires. The evaluation can be done immediately

after the training ends. It is important that participants have a positive reaction

to the training sessions because a negative reaction leads to poor learning.

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The learning:

Learning evaluations are usually conducted before and after a training program

to assess the impact the program has had on the learning process. Evaluations

assess whether participants have advanced in knowledge, skills and intellectual

capacity as a result of the training. Learning evaluation tools include self-

assessment using online questionnaires and tests, and formal assessment

through interviews and observations. Learning evaluation is especially relevant

for technical training because technical skill level changes are usually more

quantifiable.

Behavior:

Behavior evaluation assesses the extent to which training participants apply the

learning in their jobs. The evaluation is usually done over a period of time to

determine if the participants use the new skills and knowledge on the job,

improve their performance and transfer the knowledge to their peers. Tools

include observations, questionnaires, tests and interviews. Behavior evaluations

take more time and effort than reaction and learning evaluations. It is important

to involve the line managers and immediate supervisors in the process because

they are in the best position to observe and assess participant behavior changes.

Results:

Results evaluation determines the success of a training program in operational

and strategic terms, such as increased sales, reduced expenses, improved quality

and reduced cases of workplace injuries. However, it may not always be possible

to correlate improved operational performance with training. For example,

improvements in product quality may be due to better design tools and more

qualified staff, not just a new quality training program. External factors, such as

changes in the economy and the competitive environment, may also influence

operational results.

Institutional Training

Every organization needs the services of trained persons for performing the

activities in a systematic way. It is in this regard to some extent, training for the

students of business courses in various functional areas become mandatory

before entering in to the corporate Jobs.

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No doubt, the employee training is required in every stage, very frequently.

Since, the fast changing technological development makes the knowledge of

employees obsolete. They require constant training to cope with the needs of

corporate sector. They require constant training to cope with the needs of

jobs. After selecting the employees the next task of management is to give them

proper training. Some employees may have some previous knowledge of jobs

while others may entirely be new. Both types of workers will need some kind of

training to acquaint themselves with the hobs though it is more necessary for

the latter category of employees.

Large organizations may employ a large number of persons every year. It may

not be possible to recruit already trained persons. Such enterprises require

separate training departments to prepare training for preparing workers for jobs

and also keeping them acquainted with latest technological advancement.

Training of employees is essential because work force is an invaluable asset to an

organization. Training is necessary for the following reasons.

Increased Productivity

Training improves the performance of employees. Increase skill and efficiency

results in better quantity and quality of production. A trained worker will handle

machines carefully and will use the materials in an economical way.

Higher Employee Morale

A trained worker derives happiness and job satisfaction from his work. He feels

happily when his performance is up to the mark. This also gives him job security

and ego satisfaction. The employees will properly look after a worker who

performs well. All these factors will improve employee’s morale.

Less Wastage

Untrained worker my waste more materials, damage machines and equipments

and may cause accidents. A trained worker will know the art of operating the

machine properly. He will also use the materials and other equipment in a

systematic way causing less wastage. The control of various wastes will

substantially reduce the manufacturing cost. The amount spend on training the

workers will prove an asset to the organizations.

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Reduce Turnover and Absenteeism

Labor turnover and absenteeism are mainly due to job dissatisfaction. When a

worker is properly trained he will take keen interest in his job and can derive

satisfaction from it. A satisfied person may not like to leave his job and try at a

new place.

Employee Development

Training also helps in the development of employees. It first helps in locating

talent in them and then developing it to the maximum. The adaptability of a

worker will help him in working on new and improved jobs. If a worker learns

fast then be able to develop his talent and improve his performance.

Needs of Training

To enable the new recruits to understand work:

A person who is taking up his job for the first time must become familiar with it.

For example, if a fresh graduate is appointed as a clerk in a bank, he must first of

all gain knowledge of work assigned to him.

To enable existing employees to update skill and knowledge.

Training is not something needed for the newly recruited staff alone. Even the

existing employees of a concern may require training. Such training enables

them to update their skill and knowledge.

To enable an employee who has been promoted to understand his

responsibilities.

Training is essential for an employee who has just been promoted to a higher

level job. With an evaluation in his position in the organization, his

responsibilities are also going to multiply.

To enable an employee to become versatile.

Sometimes an employee may have to gain knowledge of several related jobs. It

will not be enough if he is only good in the work he does presently.

Purpose of training

One of the main purposes of training is to prevent industrial accidents.

This is done by creating safety consciousness among workers.

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When the employees are trained it enables them to achieve the required

level of performance which in turns increases the productivity.

Training helps in increasing the knowledge and skills of employee

When the employees are trained it becomes easy for them to adapt

themselves according to the changes made in business.

Training reduces the cost of supervision. Trained employees needs less

guidance which in turns reduces the needs for supervision.

Importance of Training

Improvement in skill and knowledge:

Such training helps the employees to perform his job much better. This benefits

the enterprise as well.

Higher production and productivity:

If an enterprise has a team of well trained employees there will be rise in

production as well as increase in productivity. Productivity is the input- output

ratio

Job satisfaction:

Trained employees will be able to make better use of the making of their skill.

This increases their level of self-confidence and commitment to work. Such

employees are bound to have higher job satisfaction.

Better use of resources:

Trained employees will be able to make better use of materials and

machines. This reduces the rate of wastage and spoilage of materials and

also breakage of tools and machines

Reduction in accidents:

Trained employees are aware of safety precautions and so they are alert and

cautious. This is bound to bring down the number of accident in the works place.

Reduced supervision:

Well trained employees do not need much supervision. They can do their work

without having to approach their superior often for guidance.

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Reduction in complaints:

‘Only bad workers blame their tools’. An employee who has acquired the

necessary skill and job knowledge would certainly love his job.

Adaptability:

Trained workers have the capacity to adapt themselves to any kind of situation.

They are odd in crisis management too. This indeed is beneficial for the

organization.

Scope for management by exception:

With trained workers working under them, it becomes easy for the managers to

get things done by delegating authority. This enables the managers to

concentrate more on important issues confronting the organization.

Stability:

“The employees of today are going to be the managers of tomorrow”. The

retirement of key managers may not affect the stability of an organization if it

has a team of trained, efficient and committed employees who are ever ready to

take over management.

Features of training:

The features of good training programs are as follows:-

Clear purpose:

The objective of the programme should be clearly specified. The training should

be result oriented.

Training needs:

The training needs of employees should be clearly defined. The methods

selected for imparting training should be appropriate and effective.

Relevance:

The training programme and its contents must be relevant to the requirements

of the job for which it is intended.

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Balance between theory and practice:

A good training programme should provide a balanced mix of theory and

practice the theoretical framework should be backed by practical application to

provide all round training

Management support:

Top management must actively support the training programme so that the

training programme may help the employees to yield better results. Once the

employees get the support form management support to perform their job more

effectively.

Steps involved in training:

Step1:

Define the chart part of the organization in which the work has to be done. It is

to have a focused approach of the study. It could either be a particular

department, a section, a unit, a specific group or a staff category.

Step2:

Use various data collection measures to collect both qualitative as well as

quantitative data.

Step3:

Analyze the entire data collected in order to find out causes of problem areas

and priorities areas, which need immediate attention.

Step4:

Priorities the different training programmes according to the responses

collected.

Step5:

Record and file the entire data so that it can be used for future reference while

designing training programmes/ training calendar.

28 | P a g e

Methods and Types of Training and their Advantages and Disadvantages.

Following chart illustrates advantages and disadvantages for the different

training methods:

Training Method Type of Training Advantages Disadvantages

Instructor-Led

Training Classroom Revised easily

Scheduling is

difficult

Developed

quickly Travel costs

Face-to-face

contact

Differences from

class to class

On-line Group

Training No travel costs

Requires computer

equipment

Developed

quickly

No face-to-face

contact

Videoconferencing

and Video/On-line

Supports large

groups and

multiple sites

High equipment

costs

No travel costs

Logistically

challenging

On-the Job

Coaching

Effective

knowledge

transfer

Differences from

instructor to

instructor, session

to session.

Related to

trainee's job

Costly in terms of

instructor-to-

trainee ratio

Face-to-face

contact

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On-line Self-

Directed Training

All On-line

Training

Consistent

training content

High development

costs

Convenient

access to training

Lengthy

development time

Trainee sets own

pace

Requires computer

equipment

Reuse does not

require trainer

participation

Web-Based

Training Easy to modify

Limited bandwidth

causes slow

download times.

CD-ROM/DVD

Supports

complex

multimedia

Difficult to modify

Off-line Self-

Directed Training Printed Material Portable Less Interesting

Trainee sets own

pace Difficult to modify

Developed

quickly

Video DVD or

Audio CD

Consistent

training content

Requires playback

equipment

Can share copies

Can be costly to

develop

Trainee sets own

pace Difficult to modify

Just-In-Time Electronic Available when Costly to develop

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Training Performance

Support System

(EPSS)

needed at

trainee's

convenience

Related to

trainee's job

Requires computer

equipment

Continuous

Improvement

Promotes

employee

involvement

Requires training

resources that are

readily available on

a continuous basis

Promotes

creative solutions

Differences from

instructor to

instructor

Computer-

Mediated

Asynchronous

Collaboration

Accessible at the

trainee's

convenience

Requires computer

equipment

Promotes

creative solutions

Can require

computer software

Promotes

employee

involvement

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Training Design

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CHAPTER 3

Overview and Organogram of Beximco Pharmaceuticals Ltd.

3.1. Overview

Beximco Pharmaceuticals Ltd. is a leading manufacturer of pharmaceutical formulations and Active Pharmaceutical Ingredients (APIs) in Bangladesh. It is the flagship company of Beximco Group, the largest private sector industrial conglomerate in Bangladesh.

Beximco Parma’s state-of-the-art manufacturing facilities are certified by global regulatory bodies of Australia, European Union, Gulf nations, Brazil, among others. The company is consistently building upon its portfolio and currently producing more than 500 products in different dosage forms covering broader therapeutic categories which include antibiotics, gastro-intestinal, respiratory, analgesics, cardiovascular, anti-diabetics, etc, among many others.

With decades of contract manufacturing experience with global MNCs, skilled manpower and proven formulation capabilities, the company has been building a visible and growing presence across the continents offering high quality and affordable generics. Ensuring access to quality medicines is the powerful aspiration that motivates more than 2,700 employees of the organization, and each of them is guided by the same moral and social responsibilities the company values most. Beximco Pharma has the unique distinction as the only Bangladeshi company to get listed on the AIM of London Stock Exchange.

Mission and Vision:

We are committed to enhancing human health and wellbeing by providing contemporary and affordable medicines, manufactured in full compliance with global quality standards. We continually strive to improve our core capabilities to address the unmet medical needs of the patients and to deliver outstanding results for our shareholders.

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GMG Airlines

INDEPENDENT TV &

NEWSPAPER

BEXIMCO PETROLIUM

IFIC BANK

BEXIMCO POWER

PANT

Figure: Beximco group at a glance

Investor Relations

This section of our website contains essential information on Beximco Pharmaceuticals Ltd. You can view and download our financial reports and keep up to-date with the latest news and company information. The information on this section is being disclosed for the purposes of AIM Rule 26. Information was last updated on 16th August 2007. AIM (London Stock Exchange) Dhaka Stock Exchange Chittagong Stock Exchange

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Key Company Information Year of Establishment :: 1976

Country of Incorporation

:: Bangladesh

Status :: Public Limited Company

Business Lines :: Manufacturing and marketing of pharmaceutical Finished Formulation Products, Large Volume Parenterals and Active Pharmaceutical Ingredients (APIs)

Main Country of operation

:: Bangladesh

Corporate Headquarter & Registered Address

:: 17 Dhanmondi R/A, Road No. 2, Dhaka- 1205, Bangladesh Phone : +880-2-8611891 (5 lines) Fax : +880-2-8613470 Email : beximchq@bol-online.com

Operational Headquarters

:: 19 Dhanmondi R/A, Road No. 7, Dhaka- 1205, Bangladesh Phone : +880-2-8619151 (5 lines), +880-2-8619091 (5 lines) Fax : +880-2-8613888 Email : info@bpl.net Website : www.beximcopharma.com

Overseas Offices & Associates

:: Australia, Bhutan, Cambodia, Chile, Ghana, Hong Kong, Indonesia, Jordan, Kenya, Kuwait, Malaysia, Myanmar, Nepal, Pakistan, Philippines, Saudi Arabia, Singapore, Sri Lanka, Vietnam and Yemen

Authorized Capital (Taka)

:: 9,100 million

Paid-up Capital (Taka) :: 3,503.3 million

Number of Shareholders

:: Around 86,000

Stock Exchange Listings

:: Dhaka and Chittagong Stock Exchanges of Bangladesh and AIM of London Stock Exchange

Number of Employees :: 2,748

TIDM: (Tradable Instrument Display Mnemonic)

:: BXP

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Date shares were admitted to trading

:: Dhaka Stock

Exchange : 3 July, 1985

Chittagong Stock

Exchange : 11June, 1995

AIM ( Alternative

Investment

Market)

: 21

October,2005

ISIN :: US0885792061

Board Details:

Ahmed Sohail Fasiur Rahman ,Chairman Ahmed Salman Fazlur Rahman ,Vice Chairman Nazmul Hassan ,Managing Director Iqbal Ahmed,Director Mohammad Abul Qasem,Director Osman Kaiser Chowdhury,Director Abu Bakar Siddiqur Rahman,Director Executive Committee: The Executive Committee meets on a quarterly basis and its scope of work includes: business review; budget approval; and senior management appraisal. Executive committee comprises of five members: Mr. O.K. Chowdhury Nazmul Hassan, Rabbur Reza, Ali Nawaz Ahmed. Mr. O.K. Chowdhury, who is members of the board, is also members of the Executive Committee

Management Committee:

The Management Committee comprises operational heads and representatives of the Board and Executive Committee and is chaired by the Managing Director. The Management Committee meets on a monthly basis, is responsible for implementing the decisions of the Executive Committee and supervising the day to day affairs of the Company and reports to the Executive Committee at least

36 | P a g e

on a quarterly basis Mr. O.K. Chowdhury, Mr. N. Hassan, Mr. R. Reza, Mr. A. Nawaz and Mr. A.U. Ahmed, Other members of the management committee are: Lutfur Rahman Director, Manufacturing Md. Zakaria Seraj Chowdhury Director, International Marketing Abdur Rouf Mohammad Zahidur Rahman Executive Director, Manufacturing Mohammad TahirSiddique Executive Director Quality Assurance Shamim Momtaz Executive Director, Manufacturing Jamal Ahmed Choudhury Executive Director, Accounts & Finance Prabir Ghose Executive Director, Quality Assurance Md. Rizviul Kabir Executive Director, Sales

Audit Committee:

The Audit Committee consists of three non-executive directors. Barrister

Faheemul Huq is currently the chairman of the audit committee while Osman

Kaiser Chowdhury is the member. The Committee assists the Board of Directors

of the Company in ensuring that its financial statements reflect true and fair

view of its state of affairs and in ensuring a good monitoring and internal control

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systems within the business. The Audit Committee shall be responsible to the

Board of Directors.

Advisers

Nominated Adviser

Libertas Capital Corporate Finance Limited

21 Wilson Street

London EC2M 2SN

UK

Broker

Daniel Stewart and Company PLC

Becket House

36, Old Jewry

London EC 2R 8DD

Bangladeshi Legal Advisers

to the Company

Barrister Rafique-ul Huq

47/1, Purana Paltan

Dhaka 1000, Bangladesh

Depositary Bank

the Bank of New York Mellon

101 Barclay Street

New York

New York 10286

USA

Solicitors to the Company

Jones Day 21 Tudor Street London EC4Y 0DJ UK

Auditors Messrs.

M. J. Abedin & Co.

National Plaza (3rd Floor)

109, Bir Uttam C.R. Datta Road

Dhaka 1205, Bangladesh

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Custodian Bank

HSBC

Anchor Tower,

1/1-B Sonargaon Road

Dhaka 1205, Bangladesh

Share Information

Exchanges where quoted and traded

AIM (GDRs* Only)

Dhaka Stock Exchange (Ordinary Share)

Chittagong Stock Exchange (Ordinary Share)

*GDRs are not quoted and traded in Dhaka and Chittagong Stock Exchanges

Number of AIM securities in issue: :: 78,560,526 GDRs

Percentage free float :: 100%

Percentage of shares not held in public hands :: 0

Number of shares held in treasury :: 0

Percentage of shares held in treasury :: 0

The identity and percentage holding of significant shareholders (i.e., holder of 3% or more AIM Securities in issue) are as follows:-

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Significant Shareholders No. of GDRs

held*

Percentage of

shares held

HSBC Global Custody Nominees ( UK ) Limited 3.79m 6.17%

Credit Suisse Client Nominees (UK) Limited 8.63m 15.3%

Pershing Nominees Ltd. 6.97m 12.4%

Vidacos Nominees Ltd. 2.70m 4.8%

*Shareholder’s data are updated as of 17th November, 2011.

These however do not include information relating to AIM Securities cleared through Eoroclear that does not disclose holding because of secrecy under the Belgian Law; and also AIM Securities held in certificated form (i.e., GDRs physically in the possession of the GD Rholders, not enabling us to furnish the name, address and number of GDRs held by such holders).

Manufacturing Capabilities:

Situated near Dhaka, the capital city of Bangladesh, our manufacturing site extends over an area of 23 acres. This main site houses manufacturing facilities for producing various drugs in different strengths and delivery systems such as capsules, tablets, intravenous fluids, metered dose inhalers, sterile ophthalmic drops, prefilled syringes, dry powder inhalers, injectables and nebulizer solutions etc. The site has its own utility infrastructure to ensure adequate generation and distribution of electricity with an installed capacity of 10 MW, in addition to water purifying and liquid nitrogen generation facilities. The bulk drug unit for producing paracetamol is also located within this site while the penicillin API and formulation units are situated at Kaliakoir, a few kilometers from the main site.

Oral Solid Dosage: The state-of-the-art Oral Solid Dosage unit is designed as per US FDA standards. The facility incorporates contemporary technological advancements with automated material handling systems and multilevel designs to enable gravity feed between various processing stages. This facility houses a total of five lines with an annual capacity to produce 5 billion tablets on a single shift basis. Our modern OSD facility is already accredited by the regulatory authorities of EU, Australia and the Gulf member states, and the Company is highly focused on entering the regulated markets of US, EU and Australia.

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Metered Dose Inhaler:

Beximco Pharma was among the first few companies in the world who made the transition away from CFC-based inhalers to the ozone benign HFA based formulations, in compliance with the Montreal Protocol. The Company proactively developed ozone benign HFA based MDIs which require very high level of expertise and sophisticated technology. Beximco Pharma is currently the largest producer of MDIs in Bangladesh, and it produces a popular inhaler brand for a global MNC under a contract manufacturing agreement. The MDI units have been designed with the technical collaboration from Pamasol, Switzerland; which now have an annual production capacity of 20 million canisters.

Ophthalmic:

Beximco Pharma’s ophthalmic facility was launched in 2009. Today this facility has been accredited by the regulatory authorities of EU and Australia and the Company has differentiated itself by maintaining global quality standards. There is increasing response from European clients where the demand for generic ophthalmic products is rising due to patent expiration of a number of key products. Currently a good number of ophthalmic products are being manufactured which include products like Xalaprost (Latanoprost), Xalanol (Latanoprost+Timolol), Odycin (Moxifloxacin), Olopan (Olopatadine), etc.

Intravenous Fluid:

Our Intravenous (IV) fluid unit is ISO 9001: 2010 certified and was designed in collaboration with Pharmaplan, a sister concern of Fresenius AG of Germany.

Absolute sterile manufacturing conditions are rigorously maintained through a series of fully automated manufacturing procedures including the robotics. The facility utilizes FFS (Form-Fill-Seal) BottlePack® aseptic system of Pharmaplan Germany. Plastic bottles are blow molded, filled with the solution and sealed under sterile conditions, in a single working cycle where there is no environmental exposure or human contact during manufacturing. The whole process is performed in a Class 100 clean room which ensures the highest standards of quality and purity. The facility produces a broad assortment of large volume parenterals (LVPs). As a line extension of this IV unit, the company has installed amino acid line to produce a range of parenteral nutrition products such as Nutrimin D (7% Composite Amino Acid IV Infusion with 10% Glucose and Electrolytes), Dexaqua (Dextrose 5%), Dexoride 500 (Sodium Chloride 0.9% and Dextrose 5%) etc.

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Liquid and Semisolid:

Beximco Pharma has a broad range of liquid formulations like syrups etc. and semisolid dosage forms including creams and ointments. At present the capacity of liquid dosage facility is 37 million units per annum and the Company has taken up expansion program along with further up gradation of the existing unit to meet the growing demand. The Company currently has the capacity to produce 6 million units of creams and ointments and 10 million units of suppositories.

Prefilled Syringe:

Prefilled syringes (PFS) provide both convenience and accuracy to self-administered drugs. With their ease of use and improved safety features, PFS has become one of most widely used drug delivery systems today.

Beximco Pharma launched PFS range with enoxaparin sodium, a low molecular weight heparin, which is widely used in cardiac emergency. The Company plans to add a few more high value products to its PFS portfolio shortly. The high precision PFS line employs sophisticated technology and the entire filling operation is done under laminar flow in a Class 100 environment to provide absolute sterile conditions. (PFS)

Dry Powder Inhaler:

Dry powder inhaler (DPI) is a device that delivers medication to the lungs in the form of a dry powder. DPIs do not require the timing and coordination that are necessary with metered-dose inhaler and they do not contain any propellants. Beximco Pharma offers dry powder inhaler in innovative patient-friendly packaging. Instead of bottle pack, we provide alu-alu blister pack which protects medicine from moisture. HPMC capsule shell ensures maximum protection against moisture. And our unique and simple Bexihaler® device, imported from Europe, and consisting of 8 pins, ensures optimum dose delivery. Currently the facility has the capacity to produce 36 million units of DPI every year.

Lyophilized Inject able:

Lyophilization is a complex and facility-intensive operation where Beximco has demonstrated its skill through quick and successful adoption of this relatively newer technology. The company within a short span of time emerges as an important player in this area with its range of PPIs and other formulations.

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GMP Accreditations:

At present Beximco Pharma has the highest number of international

accreditations in the country which include:

AGES, Austria (European Union)

Therapeutic Goods Administration (TGA), Australia

Gulf Central Committee (GCC member states)

ANVISA, Brazil

INVIMA, Colombia*

MCC, South Africa*

Research & Development:

R&D is the key to success for any pharmaceutical company. We have given top priority and made substantial investment in upgrading our generic drug capabilities as we firmly believe R&D plays the most important role in spurring innovation and helps a company go up the value chain. Our research and development activities are closely focused on market needs and driven by technological progress in order to create product differentiation. Our team comprising top class formulation and analytical scientists continuously strives to integrate the advanced technological changes in order to create competitive edge and match international standards. We have shown our generic drug capability with successful development of difficult-to-make formulations such as multi-layer tablets, dispersible tablets, chewable vitamins, sustained release tablets, CFC-free inhalers and so on. We have recently expanded our dosage delivery portfolio with technology driven products like prefilled syringes, total parenteral nutrition, dry powder inhalers, lyophilized products etc.

Corporate Citizenship

Every successful corporation has a responsibility to use its resources and influence to make a positive impact on the world and its people. Beximco Pharma endeavors to achieving success in ways that respect ethical values, people in need, their communities and the environment. The Company’s key strategies always aim to provide a strong return for shareholders, while creating social and economic value in the communities where it operates.

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Responsibility to the Community at Large

Our vision is to make significant contribution to humanity by improving health. This vision guides our Company’s operations, including its commitment to corporate responsibility.

Trusted Partner in Health

We work together with non-profit organizations who work to improve people's lives through research, information, and advocacy. As the Company writes its success story as an emerging leader in the pharmaceutical industry, we also realize that responsibility towards all our stakeholders’ increases in tandem. We remain committed to being a good corporate citizen.

In the year under review, we joined Mobile Alliance for Maternal Action (MAMA) in Bangladesh. MAMA is a country-owned, country-led initiative managed by an alliance of stakeholders. Through a core group of founding partners, MAMA Bangladesh is designing and testing a platform to provide both audio and text health messages to pregnant women and new mothers linked to their delivery date. The service also includes family gatekeepers for inspiring healthcare seeking behavior. The commercial brand name to be tested is Aponjon. As part of the new United States Global Health Initiative, the United States Agency for International Development (USAID) catalyzed the creation of a public-private coalition in Bangladesh to support the execution of the service. The Ministry of Health and Family Welfare (MoHFW) and Access to Information (A2I) Program at Prime Minister's Office are official partners of the initiative. Global partners include Johnson & Johnson and United Nations Foundation, among others.

Awareness Campaigns

Prevention is the best cure and the first step is to create awareness. Every year, we launch campaigns touching on different forms of heath impediments ranging from asthma, diabetes, hypertension and many more. Campaign activities include rallies in addition to organizing and sponsoring scientific seminars and conferences for various associations and societies in medical disciplines.

Employee Volunteering Program

In this program, we sent employee volunteers to devote their time and energy in spreading smiles across the faces of children battling the ultimate battle of survival against cancer. The children are currently being treated at the ASHIC Foundation. We arranged an outing at an amusement park in the capital city where the children were accompanied by their parents and representatives from the not-for-profit organization. We had a wonderful day together packed with

44 | P a g e

fun rides and great food. Later on we donated hospital equipment to the palliative care unit where the children at the terminal stage of cancer are being treated.

We believe that a genuine spirit of giving itself is credential enough and therefore we stand by the unsung heroes who dedicate their lives for the betterment but do not get the recognition or enough support to carry out their intentions with optimized efficiency and impact.

Preserving Cultural Heritage

Preservation and promotion of cultural heritage are linked to economic welfare of any country. We at Beximco Pharma hope to preserve and promote our country’s vibrant heritage in a way that would imprint its immortal beauty in the hearts of our today’s modern demography and the generations to come.

In 2011, we sponsored and organized the grand cultural event, at the National Museum, marking the 150th birth anniversary of Rabindranath Tagore; the legend who had irrefutable contribution towards the heritage and identity of Bengali culture. We also sponsored the making and distribution of a comprehensive documentary, highlighting Rabindranath Tagore's intermittent stay in Bangladesh. It was premiered on 7th May at the National Museum, Dhaka. The documentary, based on research by the eminent Tagore researcher Ahmed Rafique, was directed by Dr. Chanchal Khan, better known as a Tagore singer and exponent. Elements of the documentary include nine songs that were penned by the Nobel laureate poet during his stay in Bangladesh. The film also features glimpses from a play based on a Tagore short story; interviews of distinguished personalities and recitals. The rich content lends it historical, archival and educational value.

Responsibility to the Environment

We are always aware of environmental compliance and adopt policy to preserve the environment by practically minimizing emission and waste, thereby reducing our carbon footprint. The premise that drives us is we always put the needs of people before anything else in every chapter of our success story. Our Safety, Health and Environment (SHE) program is also based on a framework of consistent standards.

Our Path to Protecting the Ozone Layer

Inhaled therapy is essential for the treatment of patients with asthma and COPD. Unfortunately, CFC gases used in inhalers as propellants have ozone-depleting properties. The “Montreal Protocol on Substances that Deplete the Ozone

45 | P a g e

Layer”, the international agreement that established measures to control ozone-depleting substances, made it mandatory for Bangladesh and many other countries to implement and complete the phase-out of CFC based MDIs by December 31, 2009.

It was a challenge for Bangladesh to make the transition from ozone-depleting CFC to ozone-benign HFA-based inhalers to save the environment and to ensure availability of inhalers for the patients. In 2006, we were the first Bangladeshi company to proactively and successfully make the shift to HFA inhalers to ensure that no patient in Bangladesh suffers from a lack of availability of MDIs when CFC would become scarce in the future. This was an enormous feat not only for a developing country like Bangladesh but also for the world at large. In addition to proactively adopting ozone-benign HFAs, Beximco Pharma actively advocated so that others would also do the same. As a follow-up to UNEP’s Langkawi Declaration on Public-Private Partnership, Beximco Pharmaceuticals Ltd. and Bangladesh Lung Foundation designed an effective awareness raising strategy for CFC free MDIs for asthma and COPD patients.

Today, we are the single largest producer of ozone-benign MDI in Bangladesh, and as a responsible company we conduct well thought-out multi-stakeholder campaigns when we launch a product. Such partnerships are now regarded as a successful role model of public-private partnership involving government, pharmaceutical industries, doctors, environmental agencies and others stakeholders that could be replicated in other developing countries.

Responsibility to the Stakeholders

Even though at the core of any business is the aim to maximize profit, we actively look out for our stakeholders’ best interest and ensure that our growth is “sustainable” in the long run. Once again, this year we achieved substantial growth and surpassed the industry average.

From the handsome revenues earned, we always make it a point to invest in the future. We are committed to ensure the optimal utilization of resources in order to create and sustainably maintain our shareholders’ wealth. Every day we are mindful of our responsibilities to create value for our community, for instance, our support for Save the Children’s program on human rights; nourishing employee relations through the creation and maintenance of employment; creating change though environmental stewardship and progressing into the future with excellence in financial performance. In our everyday interactions with our stakeholders including employees, customers, suppliers, competitors and so on, we do our utmost to maintain integrity and fairness in all dealings.

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Global Footprint

Beximco Pharma is the only pharma company in the country which has won the National Export Trophy (Gold) a record four times. This is the highest recognition for the companies in the export sector for significant contribution to Bangladesh's economic growth. We hope to persevere in stride in our service towards the progress of our country. At the moment, we have the highest number of international accreditations in the country and we aim to leverage our resources as we venture into new territories. We have so far expanded our global footprint to 47 countries across the continents and our strategy is to capitalize further on the generic drug opportunities. In addition to strengthening our position in current export markets, we are targeting export opportunities in new overseas markets, particularly in the regulated and emerging markets. Our products have been well received in the overseas markets and our global customers include reputed institutions such as the Raffles Hospital, Heathway and K K Women's & Children's Hospital in Singapore, MEDS and Kenyatta National Hospital, Kenya, among others. Beximco Pharma is also an enlisted supplier for UNICEF (United Nations International Children's Emergency Fund), Save the Children, WHO (World Health Organization) and ADF (Asthma Drug Facility).

Contract Manufacturing Opportunities

Rising cost of healthcare and medicines has become a global concern, and in order to reduce cost across the value chain, pharmaceutical companies from developed markets continue to look for suitable partners in developing countries for shifting or outsourcing their production. With decades of experience in generic drug manufacturing, world class capabilities as well as significant cost advantages, Beximco Pharma can be an ideal partner for you to meet your contract manufacturing needs. Since its inception, Beximco Pharma has established itself as a reliable partner for a number of world's leading pharmaceutical companies. The company has maintained a track record of sound professionalism and its management has always adhered to international standards providing a culture and working environment similar to that of a multinational company. Currently the company has contract manufacturing agreement with GlaxoSmithKline (GSK) for producing Metered Dose Inhaler product. These partnerships have provided BPL much valuable expertise and know-how to manufacture world-class products.

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3.2. Organogram of Beximco Pharma

Management structure

CFO

MSD

COO

HRD

MD

VICE CHAIRMAN

CHAIRMAN

SBM

SALES

TRAINGDEPARTMENT

SFE

RURALDEVOLOPMENT

PLANING & MANUFACTURING

DISTRIBUTION

IMT

FINANCE ACCOUNTS

RESEARCH & DEVOLOPMENT

TRANSPORT

ED SALES

Figure: Management organogram of Beximco Pharma

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CHAPTER 4

The Training department and activities of Beximco

4.1. Training Department of Beximco Beximco employees have unmatched drive and dedication. BPL reciprocates their commitment by maximizing their career development opportunities through inclusion initiatives, talent-review processes and learning programs. BPL wants to provide a challenging learning environment for all employees across the organization. By investing in the development of their people, they fuel the current and future growth of BPL, further reinforcing its leadership in the global generics industry. At BPL, there have a transparent people development process, which is structured according to the objectives of the individual employee and development plan agreed between employee and manager. In this way also ensure continuous alignment of the employee’s training and development needs with overall business priorities. People development programs are focused on learning activities that have the greatest impact on employee development, and support them to achieve their individual objectives. This will often include experience-based learning activities that are complemented by standard class room trainings and workshops by the training department of Beximco Pharma.

4.2. Training activity of the department

BPL also needs to ensure that they have solid, appropriate and actionable

succession plans in place for critical leadership positions. To this end, they have a

number of talent management programs and processes in place, which focus on

the development and growth of internal talent. At BPL, they make certain that

their people remain their most significant source of competitive advantage in

the marketplace.

Annual “Organization and Talent Review” is one of the key business processes

that helps BPL develop its leadership talent. The review is conducted each year

on a nationwide basis to:

Assess the leadership potential of individuals;

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Focus accelerated development plans;

Align development activities for key talent; and

Measure the depth of the talent pipeline.

BPL has an ongoing focus to develop people, so that they might progress their

career and personal development, and ultimately grow the business. As a result,

this is one of the key areas for which BPL hold their managers accountable, and

why people management is a key objective of every BPL manager.

Training & Development of BPL enables the workforce to enhance their skills,

keep them updated with recent changes. They 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. Training also helps ambitious

employees forge ahead in their own careers. On the other hand, better product

increases customer satisfaction; lead to repeated business and large sales. When

we develop employees potential these things are vastly related. Training is a

leadership activity, which prepares individuals for their own future

opportunities.

Every year the department has to conduct different training program includes

Orientation Training for New Employees, Management Development Training,

Overseas Training program, Field Forces Training & Development, Field Forces

Refresher Course, Territory Manager Training, and Distribution personal

development training program.

BPL conducted the following steps in the training process:

1. Identifying training needs

2. Selecting the trainees

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3. Selecting the training methods

4. Managing the training

5. Evaluating training

Training and Development Evaluation Committee of BPL

The training and development evaluation committee of Beximco

Pharmaceuticals Limited consists of:

1. Senior Management

2. Trainer

3. Line Management

4. Training Manager

5. Trainee

Process of Training and Development Evaluation

Before Training: The learner's skills and knowledge are assessed before the

training program. During the start of training, candidates generally perceive it as

a waste of resources because at most of the times candidates are unaware of

the objectives and learning outcomes of the program. Once aware, they are

asked to give their opinions on the methods used and whether those methods

confirm to the candidates preferences and learning style.

During Training: It is the phase at which instruction is started. This phase usually

consist of short tests at regular intervals.

After Training: It is the phase when learner’s skills and knowledge are assessed

again to measure the effectiveness of the training. This phase is designed to

determine whether training has had the desired effect at individual department

and organizational levels. There are various evaluation techniques for this phase.

51 | P a g e

Techniques of Training and Development Evaluation in BPL

Various methods of training evaluation are:

Observation

Questionnaire

Interview

Self-diaries

Self-recording of specific incidents

Training Need Analysis (TNA) of Beximco Pharmaceuticals Limited

BPL conducted training need assessment program to determine- if a training

need exists and if it does, what training is required to fill the gap between the

standard and the actual performance of the employee.

Beximco pharmaceuticals Ltd. Give importance on the following reasons to

conduct training need analysis-

Identify the deficiencies

Determine whether employees lack knowledge, skills and abilities

Benchmark for evaluation of training

Make sure training is provided to the right people

Increases the motivation of training

Training Need Analysis Process

Training need analysis process of Beximco pharmaceuticals Ltd. covers the

followings:

Review of current training

Task analysis (of new or modified system)

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Identification of training gap

Statement of training requirement

Assessment of training options

Cost benefit analysis of training options

Training Analysis is most often used as part of the system development process.

Due to the close tie between the design of the system and the training required,

in most cases it runs alongside the development to capture the training

requirement.

Outputs of Training and Development Program in BPL

Increased job satisfaction and Building a more efficient, effective and

highly motivated team, which enhances the company's competitive

position and improves employee morale.

Increased employee motivation

Increased efficiencies in processes, resulting in financial gain

Enhancing the company's ability to adopt and use advance technology and

methods because of a sufficiently knowledgeable staff.

Ensuring adequate human resources for expansion into new programs.

Increased innovation in strategies and products

Reduced employee turnover

Enhanced company image, e.g., conducting ethics training

Risk management, e.g., training about sexual harassment, diversity

training

Increased efficiency resulting in financial gains.

Decreased need for supervision.

Employees frequently develop a greater sense of self-worth, dignity and

wellbeing as they become trained. Generally they will receive a greater share of

the material gains that result from their increased productivity. These factors

give them a sense of satisfaction through the achievement of personal and

company goals.

53 | P a g e

C.O.O

Manager

Asst. Manager

Training Department of Beximco

Asst. Manager

Executive Executive Executive Executive

Figure: Structure of the Training Department of BPL.

54 | P a g e

CHAPTER 5

(Data analysis and interpretations)

Questionnaire (Open ended): Q1. What is the impact of training on the performance of employees?

Key Area Total number of

respondent

Positive impact/Perform the job in better way/Efficiently 10

More practical between theory and professional work 1

Partiality positive impact 3

Perfection of work/Makes a men perfect/Feel interest about his work 7

Improve all aspect of quality/Knowledge/Communication skill 7

Achievement become easy/ feel no pressure 1

Enhances capabilities and belief 1

Total 30

Q2. What are the individual gains from the training program for the

employees?

Key Area Total

number of respondent

improve knowledge/skill / Behaviour/Technique/Efficiency/Effectiveness 18 work pattern/understanding about the work/Increase job responsibility/challenging

ability/ problem solving ability/decision-making ability 3

Identification of own position 1

More practical and faithful to his work/Know how to grow better carrier 2

Improve knowledge and vocabulary 1

Carrier Development 2

More discipline in his work 2 Get confident to his work 1

30

Q3. Is training program helpful for the industry to measure the actual

performance of workers?

55 | P a g e

Key Area Total number of respondent

Yes 21

No 4

Partially true 5

Total 30

Q4.How does training make employees show the positive attitude towards

work?

Key Area Total

number of respondent

By increasing output 1

Through problem solving attitude/Discipline/Hard work 3

By showing Interest on his own work/Dedication/Confident/Satisfaction 7

By giving motivation/positive environment 7

Fearless /done the work promptly/done the work timely 2

By acquiring knowledge 4

No comment 6

Total 30

Q5. Does the employee’s positive perception increase after participation in the

training program?

Key Area Total number of respondent

Yes 25

No 0

Partially true 5

Total 30

Q6. Do the actual performances of employees improve due to the

development of skills required for job by means of training?

56 | P a g e

Key Area Total number of

respondent

Yes 21

No 3

Partial true 6

Total 30

Questionnaire (Close ended):

Q1. BPL conducts extensive training programs for its employees in all aspects

of quality?

Strongly Agreed

Agree

Indifferent

Disagree

Strongly Disagreed

9 10 9 1 1

Interpretation:

The respondents answered the questions on the scale of 1 to 5. The 30% of

employees strongly agree that training program inside the organization covers

all aspect of quality, 33% employees agree to quality of training program of

company. 30% respondents indifferent with the quality of training program

Graph-1: Status of extensive training programs of BPL.

Source: Field investigation

Sample distribution: Training Managers (1), Training Executive (1), Regional Sales Executive (2), Area

sales Executive (6), Medical Promotion Executive (20)

0

2

4

6

8

10

Strongly agreed AgreedIndifferent Disagree

Strongly disagree

Strongly agreed

Agreed

Indifferent

Disagree

Strongly disagree

57 | P a g e

Q2. Do you believe that employees in each job will normally go through

training programs every year?

Strongly Agreed

Agree

Indifferent

Disagree

Strongly Disagreed

10 16 3 1 0

Interpretation:

The sample size responded to every year training induction on scale 1 to 5 as

30% of the selected sample size strongly agreed while 53% just agreed to it. 10%

respondents remaining different, 3.33% disagree that in each department every

year training program is going on.

Graph-2: Employees believing status regarding training program of each year.

Source: Field investigation

Sample distribution: Training Managers (1), Training Executive (1), Regional Sales Executive (2), Area

sales Executive (6), Medical Promotion Executive (20)

Q3. Training needs are identified through a formal performance appraisal

mechanism?

Strongly Agreed

Agree

Indifferent

Disagree

Strongly Disagreed

6 11 6 4 3

0

5

10

15

20

Strongly agreed AgreedIndifferent Disagree

Strongly disagree

Strongly agreed

Agreed

Indifferent

Disagree

Strongly disagree

58 | P a g e

Interpretation:

20% respondents out of the 30 employees strongly agree and 36.66% agree that

performance appraisal technique identify requirements for training. 13.33%

employees do not consider performance appraisal as training need identifier

whereas 20% remain indifferent to it.

Graph-3: Training analysis through performance appraisal status.

Source: Field investigation

Sample distribution: Training Managers (1), Training Executive (1), Regional Sales Executive (2), Area

sales Executive (6), Medical Promotion Executive (20)

Q4. There are formal training programs to teach new employees the skills they

need to perform their jobs?

Strongly Agreed

Agree

Indifferent

Disagree

Strongly Disagreed

21 8 1 0 0

Interpretation:

Most of the respondents firmly consider training program as the basic

requirement to perform their routine jobs. 26.66% agree and 70% strongly

agree, which means 96% of the respondents that formal training program as the

tool to guide the employees learn their tasks in consistent manner, it assist them

in teaching the basics about the jobs that how to perform it.

0

2

4

6

8

10

12

Strongly agreed AgreedIndifferent Disagree

Strongly disagree

Strongly agreed

Agreed

Indifferent

Disagree

Strongly disagree

59 | P a g e

Graph-4: The status of formal training programs to teach new employees necessary skills.

Source: Field investigation

Sample distribution: Training Managers (1), Training Executive (1), Regional Sales Executive (2), Area

sales Executive (6), Medical Promotion Executive (20)

Q5.Do you agree that social circle in BPL is expanding due to participation in

the training program?

Strongly Agreed

Agree

Indifferent

Disagree

Strongly Disagreed

5 11 6 8 0

Interpretation:

16 Out of 30 employees agree that social circle of an employee keep on

expanding when he participates in the training programs, this account to 53.33%

employees, out of which 36.66% agree, and 16.66% strongly agree but 20%

remain undecided about it. 26.66% employees altogether disagree that training

program helps in the expansion of social circle.

0

5

10

15

20

25

Stronglyagreed

AgreedIndifferent Disagree Strongly

disagree

Strongly agreed

Agreed

Indifferent

Disagree

Strongly disagree

60 | P a g e

Graph-5: Social circle status in BPL due to participation in the training program.

Source: Field investigation

Sample distribution: Training Managers (1), Training Executive (1), Regional Sales Executive (2), Area

sales Executive (6), Medical Promotion Executive (20)

Q6. Do you agree that employee promotion in BPL is a result of induction of

the training program?

Strongly Agreed

Agree

Indifferent

Disagree

Strongly Disagreed

2 11 2 14 1

Interpretation:

The sample size of 30 responded to this question on different scales as 11 agree,

2 strongly agree, 1disagree, 14 strongly disagrees and 2 marked indifferent. This

means that 43%employees feel that promotion is possible if they participate in

the training program.

0

2

4

6

8

10

12

Stronglyagreed

AgreedIndifferent Disagree Strongly

disagree

Strongly agreed

Agreed

Indifferent

Disagree

Strongly disagree

61 | P a g e

Graph-6: Employee promotion in BPL is a result of induction of the training program

Source: Field investigation

Sample distribution: Training Managers (1), Training Executive (1), Regional Sales Executive (2), Area

sales Executive (6), Medical Promotion Executive (20)

Q7. Set targets and objective are attained and identified by BPL through

training program? Give your opinion please.

Strongly Agreed

Agree

Indifferent

Disagree

Strongly Disagreed

7 9 3 6 5

Interpretation:

The setting of targets and attaining objectives are done through involving

employees in the training program by firms are agreed by 7employees which

means 30 % agree to it, 7respondents strongly agree that firm use training

program as a tool to attain targets which means 23.33%, altogether it is 53.33%

of sample size that agree where as 20% do not agree to it.10% of sample size is

undecided about it.

0

2

4

6

8

10

12

14

Stronglyagreed

AgreedIndifferent Disagree

Stronglydisagree

Strongly agreed

Agreed

Indifferent

Disagree

Strongly disagree

62 | P a g e

Graph-7: Set targets and objective are related to the training program.

Source: Field investigation

Sample distribution: Training Managers (1), Training Executive (1), Regional Sales Executive (2), Area

sales Executive (6), Medical Promotion Executive (20) .

Q8. Your pay scale has increased as a result of participation in appropriate

training program? Express your opinion.

Strongly Agreed

Agree

Indifferent

Disagree

Strongly Disagreed

3 5 5 12 5

Interpretation:

5out of 30 employees targeted in survey questionnaire agree that training

program help in increasing their salary, this means 26.66% respondents have

experienced that after participation in the training program, their salary has

increased. 3 view training program as the strong mode to have increase in the

pay scale which means 10% strongly agrees. Total 26.66% believe that training

program help them in the increment in the salary package. On the other hand 12

disagree and 5strongly disagree, that makes 40% disagree or strongly disagree

that salary increases after participation in the training program.

0

2

4

6

8

10

Strongly agreed AgreedIndifferent Disagree

Strongly disagree

Strongly agreed

Agreed

Indifferent

Disagree

Strongly disagree

63 | P a g e

Graph-8: Opinion regarding Pay scale that must be related to participation in appropriate

training program

Source: Field investigation

Sample distribution: Training Managers (1), Training Executive (1), Regional Sales Executive (2),

Area sales Executive (6), Medical Promotion Executive (20)

Q9. Do you agree that, more career paths will emerge and more opportunities

will come your way after participating in the training program?

Strongly Agreed

Agree

Indifferent

Disagree

Strongly Disagreed

11 14 4 1 0

Interpretation:

The respondents were asked that do they think that more opportunities will

come their way after participation in the training program and 83.33% agree

that career path is clearer when training program is undertaken. 36.66% strongly

agree and 46.66% just agree but 3.33% disagree that after participation in the

training program there are more chances of emerging opportunities.

Furthermore, no one strongly disagree with it but the majority agrees to it.

0

2

4

6

8

10

12

Stronglyagreed

AgreedIndifferent Disagree

Stronglydisagree

Strongly agreed

Agreed

Indifferent

Disagree

Strongly disagree

64 | P a g e

Graph-9: opinion related to career paths that may be emerged and more opportunities may

come in the way after participating in the training program.

Source: Field investigation

Sample distribution: Training Managers (1), Training Executive (1), Regional Sales Executive (2),

Area sales Executive (6), Medical Promotion Executive (20)

Q10. Training has helped me in improving my overall required skills for work?

Strongly Agreed

Agree

Indifferent

Disagree

Strongly Disagreed

15 13 0 1 1

Interpretation:

Most of the respondents agree that yes, training helps them in improving their

skills for assigned task. 50% strongly agree and 43.33% simply agree which

means 93.33% in total agree that overall skills that they are lacking are improved

by the help of training program. 3.33% do not agree and 3.33% strongly disagree

that trainings help them in improving their overall skills.

0

2

4

6

8

10

12

14

Stronglyagreed

AgreedIndifferent Disagree

Stronglydisagree

Strongly agreed

Agreed

Indifferent

Disagree

Strongly disagree

65 | P a g e

Graph-10.Training helps in improving overall required skills for work.

Source: Field investigation

Sample distribution: Training Managers (1), Training Executive (1), Regional Sales Executive (2),

Area sales Executive (6), Medical Promotion Executive (20)

Q11. In BPL, Training motivates employees to be more committed towards the

attainment of organizational goals?

Strongly Agreed

Agree

Indifferent

Disagree

Strongly Disagreed

8 12 6 2 2

Interpretation:

To establish a link between training and the organizational commitment, this

question was asked and the responses show that 66.66% workers believe that

training is a motivator for employees to be more committed towards the

organizational goals and targets. As the figure suggests that 40% agree and

26.66% strongly agree so the majority of respondents agree to it.

0

5

10

15

Stronglyagreed

AgreedIndifferent Disagree

Stronglydisagree

Strongly agreed

Agreed

Indifferent

Disagree

Strongly disagree

66 | P a g e

Graph-11: Training motivates employees to be more committed towards the attainment of

organizational goals.

Source: Field investigation

Sample distribution: Training Managers (1), Training Executive (1), Regional Sales Executive (2),

Area sales Executive (6), Medical Promotion Executive (20)

Q12.Your career path is more in shape due to participation in the training

program?

Strongly Agreed

Agree

Indifferent

Disagree

Strongly Disagreed

8 17 3 2 0

Interpretation:

8 employees marked strongly agree and 17 marked agree so this indicates that

83.33% employees view training program as a way to shape their career path. In

other words to have more precise idea about your career path, training program

is essential requirement but 6.66% do not view it as the way to shape your

career path.

0

2

4

6

8

10

12

Stronglyagreed

AgreedIndifferent Disagree

Stronglydisagree

Strongly agreed

Agreed

Indifferent

Disagree

Strongly disagree

67 | P a g e

Graph-12: Career path is more in shape due to participation in the training program.

Source: Field investigation

Sample distribution: Training Managers (1), Training Executive (1), Regional Sales Executive (2),

Area sales Executive (6), Medical Promotion Executive (20)

0

5

10

15

20

Strongly agreed

Agreed

Indifferent

Disagree

Strongly disagree

68 | P a g e

CHAPTER 6

A summary of critical finding

There are two methods which are been used interview and questioner. From

both methods it is clear that Induction programs in companies have not gained much importance over the years even as industries are growing at a very fast pace. The induction program must be well planned and of sufficient duration. During the induction program, managers must spend time with the new recruits in order to welcome them and make them feel at home.

Highest number of respondents believes that every company has a well structured training program which is evaluated and revised regularly in order to gain the maximum benefit. Impact evaluations are also conducted and the

findings used in the improvement process.

The employees should be involved in the designing of the training programs. The skills needed are also analyzed before the commencement of any training program. Motivation can be provided to employees in the form of rewards. Before any candidates are selected for training, the need for training is done. Based on the need identification, trainees are sponsored. Leadership skills are also developed through training programs. The trainees are briefed and debriefed for the training session. The training programs should be conducted by the best faculty that the company can access. The training programs should also contain experimental action-oriented techniques which includes games. The learning and retention process is faster when these kinds of programs are used. The managers should be provided the opportunity to transfer the skills and

knowledge obtained through the training.

Outcome of the research shows that 70% employee feel that the training program actually helps them to develop more and they can work more efficiently and has an interest in the work. BPL which is selected for the study 75% respondents said that training programs improve the actual performance and the basic need of the training program is actually been notice by the performance appraisal. Training actually is a very helpful and survey shows 78% are agreed. Furthermore 75% employee thinks that there promotion is just because of the training. 65% of the survey people think that there path is clearer after getting trained. 65% of the candidate says that there social interaction gets better by attending the training sessions. The respondent of this

survey says 60% that there pay scale is improved because of training.

69 | P a g e

CHAPTER 7

7.1. Recommendations

The following recommendations emerge from our research findings:

Provide extensive training program for employees.

Provide better training facilities for employees.

Customized rewards and incentives.

Set target and objective of employee should be linked with training

program.

Performance appraisal should be considered the employees training

attendant.

There should be at least a training program for every year for an

employee.

Provide updated technology and software packages.

Encourage time off for self-development.

Making learning one of the fundamental values of the company

Committing major resources and adequate time to training

Using training to bridge the gap with the external environment

Integrating training into initiatives for change management

Using training as developmental tool for individual employees

Linking organizational, operational and individual training need

Installing training systems that substitute work experience

Ensuring the training allows the soft skills to bloom

Using retraining to continuously upgrade employees' skills

Creating a system to evaluate the effectiveness of training.

70 | P a g e

7.2. Implication for further research

The following are the fertile areas for further research:

Evaluation of Cross Cultural Training Programs

Evaluation of Experiential Training Program.

Evaluation of Training Program for Creativity.

Evaluation of Training Program for TQM.

Evaluation of Training Program for Retraining the Middle Managers.

71 | P a g e

Conclusion

Research clearly shows that training has direct influence on the employee’s

performance and it tends to increase the overall actual performance of

employee. Training improves working efficiency of employees as advance level

performance due to the training of the programs. Research findings are very

clear that the actual performance of an employee is being affected by the

training sessions. So the correlation between the variables Training & Employee

Performance is positive.

Employee perception towards the organization work and the performance is

clearly affected to a level by HR training practices in which one of the most

significant factor is training which affects the actual employee performance in

positive way. Previous researches also say that the performance of the

employee has a direct impact on the performance of the employee. Employee

performance and HR training has a very close and positive relation with each

other. Training of the HR is an investment by the organization to get

improvement in the service quality and by which the organization can get

competitive advantage in the market. Some thinks that training is expensive by

any means but personally I think that as a long term investment by which we can

get increase in the efficiency of business. With the help of training the

employees of the organization can improve their skills and the gap of missing

skills which are new to them. The performance of the employees has a strong

link with the HR training and there for it is important study for the business

world to learn about the relationship between the training and the employee

performance.

The research is been done in the BPL where it is been clearly shows that training

is a very important part of the industry and without training employee cannot

achieve the task in a good and efficient manner which at the end of the day

benefits for the organization.

72 | P a g e

Selected Bibliography

Books:

Kirkpatrick, D. L. (1976), “Evaluation of Training”, in R. L. Graig and L. R. Bitter (edition), Training and Development Handbook: A Guide to Human Resource Development, 2nd edition (New York: McGraw- Hill),

Blanchard, P. N. and Thacker, J. W. (2007) Effective Training: Systems, Strategies and Practices, 2nd Edition, Prentice Hall, Upper Saddle, N.J.

Ramond A. Noe.”Employee Training & Development”(2013-2013),Tata Mc Graw Hill , 4th Edition

Jeffrey A. Mellow”Strategic Management of Human Resource” 2013-2014,Cengage learning, 3rd Edition.

Dipak Kumar Bhattachacharyya “Human Resource Planning” 2013-2014, Excel Books ,2nd Edition

Dr. Abdul Awal Khan & Dr. M.A. Taher , “Human Resource Management & Industrial Relation, Abir Publication, 3rd Edition.

Journals & Magazines:

1. Moses, B. (1999, February 1). Career planning mirrors social change. The Globe and Mail [On-Line]. Retrieved January 18, 2001 from the World Wide Web: http://www.bbmcareerdev.com/careerplan.html

Feldman, D. (2000, May). The Dilbert syndrome: How employee cynicism about ineffective management is changing the nature of careers in organizations. American Behavioral Scientist, 43, 1286-1301.

Gerbman, R. V. (2000, February). Corporate Universities 101. HR Magazine, 45 (2), 101-106.

Report: Financial Reports - Beximco Pharma 2013

www.beximco-pharma.com/financial-reports.html

Websites:

www.indianjournal.com

http://www.bbmcareerdev.com/careerplan.html

www.beximco-pharma.com

www.slideshare.net www.wikipedia.org

journals.cambridge.org/action/displayJournal?jid=jmr

73 | P a g e

Annexure: Questionnaire

(Instrument to generate data for the research investigation)

This interactive which deals with the processes of training and development. Consists of 6 open ended question & 12 close ended statements. Please evaluate (closed ended question) the extent to which each describes the state of the systems in your company using the following scale:

a) Strongly Agree b) Agree c) Indifference d) Disagree e) Strongly disagree

Questionnaire (Open ended): Q1. What is the impact of training on the performance of employees? Q2. What are the individual gains from the training program for the employees? Q3. Is training program helpful for the industry to measure the actual performance of employees? Q4.How does training make employees show the positive attitude towards work?

Q5. Does the employee’s positive perception increase after participation in the

training program?

Q6. Do the actual performances of employees improve due to the development

of skills required for job by means of training?

Questionnaire (Close ended):

Q1. BPL conducts extensive training programs for its employees in all aspects of

quality?

Q2. Employees in each job will normally go through training programs every

year?

74 | P a g e

Q3. Training needs are identified through a formal performance appraisal

mechanism?

Q4. There are formal training programs to teach new employees the skills they

need to perform their jobs?

Q5.Do you agree that social circle in BPL is expanding due to participation in the

training program?

Q6. Do you agree that employee promotion in BPL is a result of induction of the

training program?

Q7. Set targets and objective are attained and identified by BPL through training

program? Give your opinion please.

Q8. Your pay scale has increased as a result of participation in appropriate

training program? Express your opinion.

Q9. Do you agree that, more career paths will emerge and more opportunities

will come your way after participating in the training program?

Q10. Training has helped me in improving my overall required skills for work?

Q11. In BPL, Training motivates employees to be more committed towards the

attainment of organizational goals?

Q12.Your career path is more in shape due to participation in the training

program?