Training and Development process in NPL

Chapter 1
Introduction Part

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Training and Development process in NPL

1.1 Introduction
There are several sectors on which Bangladesh can be proud of and undoubtedly the pharmaceutical
sector is one of these sectors, rather it is the sector, which is the second-largest contributor to the
government exchequer. There are about 231 companies in this sector and the approximate total market
size is about Taka 30,000 million per year of which about 95% of the total requirement of medicines is
created by the local companies. Among 231 pharmaceutical companies, Nuvista Pharma is 21 number.

The following internship report is prepared on “Nuvista Pharma Limited” and like other pharmaceutical
company “Nuvista Pharma Limited” also has a strong and effective human resource management
department. As a part of my BBA program, I have done my internship program under the Human
Resource Management and the compliance department of “Nuvista Pharma Limited”. This practical part
will be evaluated by my honorable academic supervisor. For that reason I have prepared this report on
the basis of my practical experience and submitted to my supervisor. The topic of the report is
“Training and Development Process of Nuvista Pharma Limited.”

1.2 Research Aim:

Training has specific goals of improving one’s capability, capacity and performance. Training is the
acquisition of knowledge, skills and competencies as a result of the instruction of vocational or practical
skills and knowledge that relate to specific useful competencies. humans have been learning, training,
and developing for a very long time . Since prehistoric times the jobs of adults have been taught to
children to prepare them for adulthood. In 300 BC, Socrates (470-399BC) engaged his learners by
asking questions (now known as the Socratic or dialectic method). He often insisted that he really knew
nothing, but his questioning skills allowed others to learn by self-generated understanding.

On the job training sometimes called direct instruction or sit-by-me-training in England, is the earliest
kind of training originated in pre-1800s. In 1812, Kriegsspiel(Wargame) developed to train Prussian and
German armies. (Infogarphic- History of Training and Development by Di Lewis). The name of the
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discipline has been debated, with the Chartered Institute of Personnel and Development in 2000 arguing
that "human resource development" is too evocative of the master-slave relationship between employer
and employee for those who refer to their employees as "partners" or "associates" to feel comfortable
with. Eventually, the CIPD settled upon "learning and development", although that was itself not free
from problems, "learning" being an over-general and ambiguous name, and most organizations referring
to it as "training and development. in today’s rapid changing generation training and development plays
an vital roles in our life as well as our workplace.

Effective training and development system is very necessary to the organization. It enables the company
to have high-performing employees who are also satisfied with their jobs. Development is the process
of transition of an employee from a lower level of ability, skill and knowledge to that of higher level.
This transition is influenced by education, training, work experience and environment. This will improve
value of individual employees in terms of  his/her self-development, career growth and contribution to
the organization. Effective training and development system is not only a step towards organizational
excellence, but an important cost control mechanism as well.

1.3 Origin of the Report:

The report is a requirement for internship of my BBA program. Topic has been assigned by my
supervisor for the internship program. I have tried my level best to make it a good one and I have been
serving this company as an intern of human resource development department for the last three months.
I also tried to use this opportunity of having practical experience of serving as intern there to make this
report on the assigned topic.

1.4 Objectives of the study:

Serving some well-defined and certain academic objectives is the only concern of this report. The
objectives can be segregated into general and specific objectives.

Broad Objective

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The main objective of this report is to have an assessment about Training and development process of
Human Resource Department. In broader perspective I have also tried to learn all the activities of this
Pharmaceutical Company.

Specific Objective

 To know the background, origin, mission and goal of the organization.

 To gain practical knowledge about Training and Development process in the organization.

 To know about the company’s proper rules & regulations under HR department for the
employees.

 To find out implementation of training process.

 To identify the reason for which the problems are created.

1.5 Scope of the report:

The scope of the report covers the organizational overview & structure, background, basic functions, HR
performance and productivity. However this report covered the overall Training and Development
Process of Nuvista Pharma Limited.

1.6 Limitation of the Study:

The report is written mainly on the basis of face to face conversation with the HR managers and

employees, and practical experience in the organization. So, my lack of experience might have

influenced in preparing this report

 Most of the time employees are busy of their work, so it was difficult to communicate
with them.

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Training and Development process in NPL

 Confidentiality of data was another important barrier that was faced during the conduct of
this study. Every organization has their own secrecy that cannot be revealed in public.

 Another limitation of this project is time limitation. This study was focused on a shorter span of
time; the real picture of various services may not be drawn within this limited time frame.
 As, I had more dependent on the primary sources, so there might be some level of inaccuracy in
this information collected.
 The website of the organization has little information.
 As their training program is more effective from this year so it was tough for me to collect all the
information that was required for this report.

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Chapter 2
Organization Part

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2.1 Background of the Organization:

Nuvista Pharma Limited, has a long history and a strong heritage. It is steeped in tradition and
culture.Nuvista is proud of its ethical standards in every sphere of its operations and refuses to
compromise even in the face of daunting odds and the most adverse of circumstances. We confidently
proclaim our products to be the best and truly world class.Nuvista Pharma Limited has been operating in
Bangladesh since 1964 as Organon (Bangladesh) which was a subsidiary of Organon International, the
human healthcare business unit of Akzo Nobel, based in the Netherlands. Effective July 1, 2006
Organon International announced that its interests in Organon (Bangladesh) Ltd. would be divested and
effective December 2006, the name of the company would be changed to Nuvista Pharma Limited.

Nuvista Pharma Limited today, in many respects remains the same. It continue to source superior quality
APIs from around the world to ensure the highest quality in all manufactured medicine, in keeping with
our lasting ‘Commitment to Human Health Care’ and truly ‘Believing in a Happier Tomorrow.’

Nuvista Pharma locally manufactures its own branded pharmaceuticals at its factory in Tongi, on the
outskirts of Dhaka, Bangladesh. It continue to manufacture under license some world renowned Merck
Sharp & Dohme (MSD) branded pharmaceutical products for the demand of the local market, while
importing some highly specialized finished medicine directly from MSD.

Through It’s commitment to human health care, of which it give core importance of women health .
Mainly three areas it give core importance- Contraception, Fertility and Menopause. It has some of the
most innovative prescription medicines for Anaesthesia, Male Hormone Therapy and Corticosteroids,
products that contribute to the health of people and thus their quality of life. Every year It continue to
increase their portfolio of pharmaceuticals products by introducing innovative new medicine for new or
existing market segments.

In Bangladesh, Nuvista Pharma is a dominant player in the following market segments:

 Commercial Segment of  Contraception

 Hormone Therapy (Male & Female)

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 Plain Corticosteroid

 Synthetic Oxytocin

 Anabolic Steroid

 Anti-Spasmodic

 Progestogen

 Haemostatic

 Anaesthesia

 Fertility

Company Profile:

Registered Name Nuvista Pharma

Incorporated 1964 as Organon

Name changed 2006 , after divested from Organon

Manufactured some rewoned branded Merck Sharpe and Dohme (MSD)

medicine under lincense

Specialist In Hormonal Product

Head office address Mascot Plaza, 8th Floor

107/A, Sonargaon Janapath
Sector – 7, Uttara C.A
Dhaka – 1230
Bangladesh

Factory address 48 Tongi Industrial Area Block-C Tongi,

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Gazipur

Company logo

Number of Management Staff 110

Number of PPO 800

Doctor Coverage 30,000

Website www.nuvistapharma.com

2.2 Product they manufacture:

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2.3 Company Policy:

Nuvista Pharma Ltd consistently provide superior products to help people live healthy lives. This will be
achieved through their commitment to comply with regulatory requirements and maintenance of an
effect quality system.

Nuvista Pharma aim is to achieve business excellence through providing defect- free products of
uncompromising quality.

This Company ensure strict compliance with current good manufacturing practices (cGMP) as
recommended by World Health Organization (WHO) and local regulatory requirements in every phase
of manufacturing, quality assurance and delivery of medicines.

Nuvista Pharma undertake appropriate review, evaluations and performance measurement of its
operations to ensure compliance with its Quality Policy.

Quality performance is one of the cornerstones of our company culture and is considered a personal
responsibility of all employees.

The management of Nuvista commits itself to quality as the prime consideration in all its business
decisions. All employees of Nuvista must follow documented procedures to ensure compliance with
requirements in every phase of manufacturing, quality assurance and delivery of medicines.

2.4 Mission:

 Every year improve doctor and outlet coverage

 Strengthen and widen company product portfolio for local and export markets
 Source high quality raw materials and comply with cGMP
 Provide a safe, healthy and rewarding work environment for employees
 Increase commitment to CSR activities every year

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2.5 Vision:
Vision is the ultimate goal of an organization. The Vision of Nuvista Pharma Limited is-

“Every day, we work to create a healthier society through quality medicine- one doctor and one
patient at a time”.

2.6 Organization Chart:

The organizational chart of Nuvista Pharma Limited(NPL) is shown in next page. It is a functional
structure. Under this system, individuals with similar jobs with different skills are grouped together into
productive units with a hierarchical reporting system. Most of the decision-making occurs at the top
levels of management. This ensures that upper management has complete control over the organization.
A functional structure provides stability and efficiency, especially in large and complex organizations,
because everyone uses similar processes. This type of structure usually leads to poor communication
between departments but in our organization it is not the case since it is relatively a small organization
with approximately 725 employees.

An advantage of a functional organizational structure is that it offers a high level of specialization. Each
unit operates as a type of self-contained mini-company, charged with carrying out its specific role.
Employees typically start their careers in an entry-level position within the function and develop
specialized knowledge as they move up within the hierarchy. They become experts within their
functional area, and the unit and company benefit from their expertise and experience over time.

One disadvantage of this structure is lack of team work. While specialized units within the functional
structure often perform with a high level of efficiency, they may have difficulty working well with other
units. If a project calls for several units to work together, units may become territorial and unwilling to
cooperate with each other. In essence, each unit may act in what it perceives to be its own best interests
instead of those of the organization as a whole. Infighting may cause projects to fall behind schedule.
Another disadvantage of this structure is lack of functional positions. Organization tends to make
employees work in the same positions over the years. The promotion rate is very slow.
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2.7 Corporate governance

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Mr. Akhter Matin Chaudhury

Chairman & Managing Director

Mr. Arneeb Majed Chaudhury

Director

Dr. Asif Matin Chaudhury

Head of Marketing & Medical Director

Mr. Asif Ahmed

Director (Sales)

Mr. Kanai Lal Saha

Director (Finance)

Ms. Maliha Chaudhury

Director

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Mr. Khondaker Md. Al Mamoon

Director (Industrial Operations)

Founder Chairman Profile:

Mr. Akhter Matin Chaudhury is the founder of Nuvista Pharma Ltd. He joined BOC Bangladesh ltd in
1987 and served in various position here. He left BOC and joined Nuvista pharma in 2000. Now he is
the chairman and managing director of NPL. He is one of the member of the executive committee of
Bangladesh Association of Pharmaceutical Industry.

2.8 Competitor:
There are 231 Pharmaceuticals company in Bangladesh among them Nuvista Pharma is 21 number. The
competitors of NPL are given below:

1. SQUARE

2 .INCEPTA PHARMA

3 .BEXIMCO

4. OPSONIN PHARMA

5 .RENATA

6. ESKAYEF

7. ACME

8. ACI

9. ARISTOPHARMA

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10. DRUG INTERNATIONAL

11. SANOFI AVENTIS

12. HEALTHCARE PHARMA

13. ORION PHARMA LTD.

14. NOVO NORDISK

15. GLAXOSMITHKLINE

16. SANDOZ

17. GENERAL

18. POPULAR PHARMA

19. NOVARTIS

20. IBN SINA

2.9.Function Of Human Resource Department in NPL:

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Selection and Recruitment Process:

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Recruitment is the process of identifying that the organization needs to employ someone who is
beneficial for the organization. Selection then consists of the processes involved in choosing from

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applicants a suitable candidate to fill a post. In NPL recruitment and selection done very systematically.
Before recruiting and selecting any employee, HR follow this steps:

Their job requirement is also given below:

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Training and Development Process:

In HRM,  training and development is a function concerned with organizational activity aimed at
bettering the job performance of individuals and groups in organizational settings. Training and
development can be described as "an educational process which involves the sharpening of skills,
concepts, changing of attitude and gaining more knowledge to enhance the performance of employees.

Compensation and Benefit:

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Compensation includes not only salary, but also the direct and indirect rewards and benefits the
employee is provided with in return for their contribution to the organization. Employees who work in
NPL, get this following compensation and benefit-

1. Daily allowance, traveling allowance, outfit allowance. city allowance leave encashment
and festival bonus
2. Monthly sales incentive against sales achievement and monthly product wise special
incentives
3. Motor cycle - FREE of cost plus fuel allowance
4. Smart phone (voice call and internet) with bills
5. Life insurance from the date of joining for upto Tk. 5 lacs
6. Overseas pleasure trip as per achievement

2.10 HR laws and Policy:

HR department maintain some laws that was enforced by Federal Government.

Job Discrimination:
NPL follow the civil rights act 1964, according to the act it is prohibit to discriminate anyone in hiring,
firing and pay based on a person’s race, religion, sex or national origin. It also prohibits sexual
harassment. NPL treat all employees and applicants equally.

Overtime and Minimum Wage:

According to the Fair Labor Standards Act (FLSA) NPL always pay employees above the minimum
wage and pay overtime when applicable.

Retirement:
In NPL a person should retired his/her job, when his/her age is 60.

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Workplace Safety:
NPL provide a safe work environment for their staff and point out any noticeable hazards or potential
safety problem as soon as possible.
Maternity:
NPL treat pregnant employees the same as other employees on the basis of the ability or inability to
work. According to law maternity leave is for six months along with other benefits .

Recent Financial report:

In 2016, NPL profit increase in 83 crore, share 1.16% and growth 37.93% among the top 50
pharmaceutical company in Bangladesh.

2.11 SWOT Analysis:

Strength:

1. Nuvista Pharma holding their place in this competitive market more than 50 years. They
know how to deal and maintain good relation with doctors.
2. They imported their API from foreign countries. They continue to source superior quality
APIs from around the world to ensure the highest quality in all their manufactured
medicine, in keeping with their lasting ‘Commitment to Human Health Care’ and truly
‘Believing in a Happier Tomorrow.’
3. They more conscious about their product quality and packaging. They manufactures their
own branded pharmaceuticals product at their factory in Tongi, on the outskirts of Dhaka,
Bangladesh.
4. They are specialist in Hormonal products. They give core importance on women health
related products.

Weakness:

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1. Late entry: They recently started their generic marketing in 2011. So they are less
experienced then the other pharmaceutical company. In generic product marketing site,
their coverage is less than the other pharmaceutical company.
2. Their field force is less than the other big pharmaceutical company like – Square,
ACME.
3. Share of voice:
ACME, Square cover 1million doctors. Compare to them Nuvista cover only 30,000
doctors

Opportunity:

1. In 2015 generic market price increase in 275 crore compare to last year. So it is a great
opportunity for Nuvista to enter into generic market
2. Field force:
In 2015 their field force was only 500 but in 2016 it increase in 800. So it is a great
opportunity for them to enter into generic market.

Threat:

In generic market, competition is high. Because Nuvista pharma is quite new in this site
compare to other pharmaceutical company. So they are less experienced, compare to
other. It is their biggest threat.

2.12.External Environment:

A. General Environment:

Political:
 Growing political focus and pressure on healthcare

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 For pharmaceutical industry, government do not allocate proper budget through fiscal policy
 WHO's current good manufacturing practices (CGMP) should be strictly followed by the
companies.

Economical
 Increased pressure on pricing of drugs.
 Cheap labor cost lead to an increase in profit margin for this industry.

Social:
 Population of Bangladesh is continuously increasing which boost this industry.
 Poor people cannot buy the expensive medicines.
 Patient awareness increasing with changing expectations.
 Patient and public activism is also increasing (harnessing new social networking technologies)

Technological:
 The machinery and raw materials for API manufacturing are also have to be imported.
 Nuvista is trying to upgrade and adopt new technology in production, quality control,
distribution and administration for its products.

B.Industry Environment:

The industry environment of the Nuvista Pharma Ltd has been analyzed into five forces.

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Bargain of Customer: LOW

 Consumer has no choice but to buy medicine as per the physician’s instruction.

 Lack of price control due to the legal and political tug of war.Government is monitored all the
pricing issue. So there is no chance to keep their product price high.

Bargain of Supplier: LOW

 Their medicine is mainly produce by using API which is imported from foreign countries like
America, India, China. They have their own registered foreign supplier. Commercial deal with
the supplier. So the bargain power of supplier is low.   

Rivalry among Existing firms: HIGH

 They are recently enter into generic marketing so their product price, size, quality is same with
the existing firm. And as their experience in this site is low compare to other pharmaceutical
company so rivalry among existing firm is high.

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 Cost competitiveness is very high

Threat of Substitute products: LOW

 One of the biggest advantages of the pharmaceutical industry.

 Demand of substitute products is constant in the thriving industry.
 Biotechnological development brings about development in creating Synthetic pharmacy drugs.

Threat of New entrants: Moderate

 Cause more than 50 years they are holding their place in this competitive market place if any
new pharmaceutical company come that is not threat for them unless it started produce same
quality product and capture same market share. Then it will be threat for them. So threat of new
entrants is moderate.

External Factor Analysis Summery:

EFAS
Weighted
External factors Weight Rating
Score

O1. Increase in Field Force 25 5 125

O2. Increase in Market Share 25 4 100
 

T1. Increasing Number of 25 5 125

Competitors
T2. New in Generic Marketing 25 4 100
Total score 100   450

2.13 Internal Environment:

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Corporate Structure :

Although it is a pharmaceutical company, it has a corporate culture. It maintain a multinational

environment. In Nuvista Pharma, It continue to source superior quality APIs from around the world to
ensure the highest quality in all of their manufactured medicine. It also continue to manufacture under
license some world renowned Merck Sharp & Dohme (MSD) branded pharmaceutical products for the
demand of the local market, while importing some highly specialized finished medicine directly from
MSD. They seek candidates from a range of backgrounds: college graduates, relevant experience in
sales, people with the intellect and experience to take on the challenges of a fast-track, fast-paced career.

Their career opportunities are both interesting and diverse with the need to learn and develop both
personally and professionally as part of their career progression. They value and reward teamwork,
honesty, accountability and reliability as well as leadership and communication skills. They offer
competitive salary and benefit pay packages alongside incentive opportunities.

They recognize that their people are ultimately responsible for the long term success of Nuvista Pharma.

Internal factor Analysis Summery:

IFAS
Weighted
Internal Factor Weight Rating
Score

S1. Best Product Quality 25 5 125

S2. Specialist in Hormonal Product 25 4 100

       

W1. Field Force 25 5 125

W2. Share of Voice 25 4 100

Total Score 100   450

Organization Activities analysis:

Marketing Department:

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Marketing department’s activities is highly competitive and dynamic. In Marketing Department they
know how to put strategy into action. They set marketing budgets and deadlines that helps them in the
long run like going to talk to the target customers through advertising, networking or going to trade
shows, direct marketing. They have to fixed their timing to fit into buying cycles that will help in saving
money and maximize sales. They have to be up-to-date about the market price, selling and marketing
product.

Product Manager Activities:

Formulating product marketing strategy and action plan

- Design and implement various marketing project for the company
- Contribute to attainment of market share objectives on assigned products
- Develop appropriate product strategy for short & long term basis
- Investment versus sales return analysis of assigned portfolio
- Product Life cycle Management
- Conducting regular training session for the newcomers as well as refresher’s training

Sales Department:

Like marketing department their work is also competitive and dynamic. They have to generate Sales
Leads, make initial contact, handling buyer resistance, account maintenance, closing sale etc.

Finance Department:

Major responsibility of finance department is that they monitored the payroll system. The finance
department is responsible for management of the organization’s cash flow and ensuring there are
enough funds available to meet the day-to-day payments.  This area also encompasses the credit and
collections policies for the company’s customers, to ensure the organization is paid on time, and that
there is a payment policy for the company’s suppliers.  In this organizations there is a some form of
forecast prepared on a regular basis to systematically calculate the ongoing cash needs.

HR Department:

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Nuvista, with its progressive business outlook, believes and practices corporate work culture with a
classic blend of efficiency and equity. Nuvista believes in company growth by increasing efficiency
level of employees and for that offering excellent environment and support for skill and knowledge up
gradation. Nuvista values productivity as the spontaneous contribution of Human Resources. Strategic
Human Resource Development Programs are the energy sources for Nuvista HR for running towards the
zenith of success. Flow of clear and specific information and justification of queries play the vital role to
ensure the market reputation of Nuvista as the most trusted and transparent company and it enriches the
motivation level of HR who are the real contributors and owners of his/her own jobs. At Nuvista, HRD
symbolizes the unique blending of professionalism as well as sharing the stress and success equally like
a family where every member has deep concern, feelings and pride for their own company Nuvista.HR
ensures the strong supporting role to develop & implement HR policy guidelines for ensuring
uninterrupted operation and spontaneous participation to achieve organizational objective as well as
fulfillment of employee needs. HR is maintaining an effective way to deal with labor union and still no
unrest has been recorded as dispute Personnel working here are taking care of Nuvista as it is their own
family.

The human resources department handles many necessary functions.

1.Develop and implement HR strategies and policies that support the overall business strategies and
objectives of the Company
2. Recruit the right people at the right pay for the right job at the right time
3. Administer Company payroll, PF and Gratuity schemes
4. Develop and administer an appropriate performance management system
5. Develop and administer appropriate Health, Safety and Environment (HSE) policies
6. Administer employee related legal issues
7. Co-administer the CSR (Corporate Social Responsibility) fund of the Company
8. Have in place a succession plan for all departments and functions
9. Monitor, at annual intervals, levels and trends of job satisfaction
10. Monitor the job market to keep Company remuneration levels competitive.

IT Department:

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 The information technology department in Nuvista Pharma is responsible for the architecture, hardware,
software and networking of computers in the company. IT professionals working in this department
perform a number of duties to ensure that employees have full access to the computer systems.

2.14 Strategic Factor Analysis Summery:

SFAS
Weigh Weighted
IFAS + EFAS Rating Short Intermediary Long Comment
t Score
NPL provide
S1. Best Quality best product
Product 25 5 125     quality
They
manufactured
hormonal
S2. Specialist in product
Hormonal Since they
Product incorporated in
this
competitive
25 4 100     market place
Their field force
W1. Field Force
25 5 125     is less
W2. Share of Their share of
Voice 25 4 100     voice is less
O1. Increase in their field force
Field Force 25 5 125     is increasing
Generic market
O2. Increase in price is
Market Share 25 4 100     increased
T1. Increasing 25 5 125     Compare to
Number of other product,
Competitors in generic
market their

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competitors is
more
They started
their journey in
T2. New in Generic
Generic marketing in
Marketing 25 4 100     2016

2.15Tows Matrix:

IFAS Strength Weakness

1. Best Product Quality 1. Field force

2. Specialist in Hormonal 2. Share of voice
EFAS Product
Opportunity SO Strategies WO Strategies

1. Increase in field force As NPL is specialist in By increasing their field force,

2. Increase in market hormonal product, so by they can easily get large
share increasing field force they can market share
easily grab market share
Threat ST Strategies WT Strategies

1. Increasing number of By maintain their produce By increasing their share of

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competitors quality, they can overcome all voice, they can easily compete
2. New in generic the barriers that come in their competitors
marketing generic marketing.

Strategic Alternative

Alternative1: As NPL is specialist in hormonal product, so by increasing field force they can easily
grab market share

Pros: Their field force increased

Cons: Less than other company

Alternative 2: By increasing their field force, they can easily get large market share

Pros: Field force increasing

Cons: Less market share

Alternative 3: By maintain their produce quality, they can overcome all the barriers that come in
generic marketing.

Pros: Market price increase in generic market

Cons: New in generic marketing

Recommendation:

They need to increase their field force if they really want to increase their market share. Rapidly their
field force is increasing but it is less than their competitors. So they should give more concentrate on it.

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Chapter 3
Actual Task Part

3.1My Internship at Nuvista Pharma Ltd:

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I was given the opportunity to work in Nuvista Pharma Ltd for three months from 2nd Octobor to 31th
December. It was part of my education program. As my major in Human Resource Management, I
Worked in HR department as an intern where I had learnt several practices of human resource division
of Nuvista Pharma Ltd. Before joining the company, I thought that it would be a very difficult job for
me. Later, my idea has changed.

3.2 My Job Responsibility:

As an intern I was given all the liability to work freely in Nuvista Pharma Ltd at HRD. I was given
specific tasks periodically which were very important for the department. As an intern I was involved in
different sort of activities. The essential duties and responsibilities of the Human Resource Intern are to:

1.Employee data record:

My main task is to input all the employees information, from their file. Like employees personal info,
when they joined, resignation date, their personal appraisal and development review(PADR), their
attendance info, notice board and event, their leave application etc. All these information I write in a
system that’s call eZHR. It is Nuvista Pharma own system where their all kind of information are
recorded. It is connected with their payroll system. Now a little description about eZHR

eZHR System is a Human Resources Information System that is designed to effectively manage the
most valuable asset of an organization – people. It allows companies to optimize the potential of
employees by streamlining and automating standard HR processes. HR personnel can reduce errors and
administrative time by eliminating paperwork and redundant data entry, and expedite key initiatives
such as on boarding and payroll administration. HR managers can control labor costs, enforce rules,
policies, and regulations consistently across the board, align HR practices with business objectives, and
manage talent with ease. eZHR can be integrated with access control systems. This system is look like
this

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On this system I have to input at least 18 to 20 employees data everyday.

2.Employee Termination:

If any employee come to take their clearance form and cheques, my task is to first find out their file and
then check their clearance, whether their all dues are paid or not( for the PPO). Then I have to collect the
final settlement paper and cheques from the finance department and copy them. Then I have to take sign
from them who come to terminate their job from this company and give the cheque to him. After that I
have to write his termination date on the front of that final settlement paper and submit it to the finance
department. Then I close his file and kept it on the closing file section.

3. Documentation:

Personal documents, all the confidential documents are handled by Hr Department. My work is to scan
those documents which need to be scanned and then keep those document into the file according to the
employee id . Daily minimum 100 of documents, confidential papers come to HR department. After
sorting all those documents by HR Officer, I have to keep those documents.

4. Training List:

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During my internship, I make several list of the new trainees on Excel sheet, which is needed for their
interview purpose as well as other important purpose like recording information for future emergency,
list down their daily allowance on region basis.

5.Trainee background and CV Checking:

The information that they mention on their cv is authentic or not, all those address name that they write
is correct or not and as well as their reference and their working experience, I check all those
information and make a list on Excel.

6. Employee Record:

Every employee has to maintain a file where all their information are kept (to keep their documents
safe). All these file organized by HR Department. Every file consist a lot of information, like their
educational information( Before joining in this company, they have to submit their original certificate,
TIN, NID. They can take those certificate after 3 years of working in this company or if they resigned),
Acknowledgment letter, Conformation letter, Appointment letter, PADR, Nomination form, Joining
letter etc. I labeled all the new files and prepare new file of the new recruited employees. There more
than 1700 file in the HR Department.

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Chapter 4
Training and Development
Process in NPL

4.1 NATURE OF TRAINING AND DEVELOPMENT:

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In simple terms training and development refers to imparting of specific skills, abilities and
knowledge to an employee. A formal definition of training and development is - it is any attempt to
improve current and future employee performance by increasing an employee’s ability to perform
through learning, usually by changing the employee’s attitude or increasing his/her skills and
knowledge. The need for training and development is determined by the employee’s performance
deficiency, computed as follows:
 Training & Development need = Standard performance – Actual performance.
It is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral
change takes place in structural format. Before starting any Training method we should state Mission,
vision of the company and what are the clear objectives we are looking after the training methods get
over.

4.2 Purpose and Goals

The purpose of training and development is to

1. Organize and facilitate the learning process.
2. Expedite acquisition of the knowledge, skills, and abilities required for effective job
performance.
3. Provide employees with career growth opportunities consistent with corporate goals,
objectives, and strategies.

Training and employee development programs are designed to be effective, efficient, and timely, using
sources, methods, and strategies consistent with the following goals:

1. Ensure the availability of human resources to meet present and future organizational needs.
2. Ensure linkage with corporate goals and business strategies.
3. Provide learning experiences that are responsive to the training and development needs of
Postal Service employees.
4. Make instruction timely, using the most cost-effective methods.

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5. Reduce organizational training costs while increasing learner retention and proficiency.

4.3 Training Objectives:

Training and development activities are planned on the basis of need and demand to enable employees
to meet one or more of the following objectives:
1. Upgrade or maintain proficiency in their current jobs.
2. Learn new postal systems, procedures, or technologies.
3. Acquire job-related knowledge, skills, and abilities after selection for or assignment to a
specific position or duty.
4. Develop knowledge, skills, and abilities as part of a succession planning system.
5. Obtain and enhance knowledge, skills, and abilities unrelated to their present duties in order to
attain self-determined goals or career objectives.

4.4Training and Development Program Model in Nuvista

Pharma Ltd:

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iN
T
g
r
P
lu
a
v
E
n
o
m
A
ti
Training and Development process in NPL

4.5 Training Need analysis:

TNA is the process of identifying the gap between employee training and needs of training. Training
needs analysis is the first stage in the training process and involves a procedure to determine whether
training will indeed address the problem which has been identified. Training can be described as “the
acquisition of skills, concepts or attitudes that result in improved performance within the job
environment”. Training needs analysis looks at each aspect of an operational domain so that the initial
skills, concepts and attitudes of the human elements of a system can be effectively identified and
appropriate training can be specified.

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Training needs 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 requirements.

TNA in NPL:
A growing number of consulting companies and individuals specialize in helping clients identify their
training needs. Before training someone, it obviously makes sense to know whether the person really
requires training and, if so, what the training should achieve. Training therefore traditionally starts with
determining what training is required. Nuvista Pharmaceuticals ltd. has its own TNA techniques. The
first step that NPL takes is determining its training needs. Because training is considered a vital
investment that impacts organizational development, the Human Resource Department has to understand
who needs what training, at an individual as well as group level. Sending employees to unnecessary
external trainings or conducting useless internal trainings not only wastes monetary resources but also
wastes time for work processes. This leads to employee dissatisfaction and degrading of the working
environment. The second step for the TNA is to understand the specific skills and knowledge required
for particular tasks and positions. The job descriptions forms may help in this matter. This step also
emphasizes on the setting for the training (on/off the job, in-house/outdoor, etc) and the probable
mistakes that may deviate the intent of the program. At NPL, this is conducted both by the T&D
executives and recruiting personnel, so that the nature of the job is aligned with the program. Finally,
trainees who need the training are determined via TNA forms that indicate their existing competencies,
areas for improvement and the extent for improvement. The finally stage determines who will attend
what training and when. This usually occurs at the beginning quarter of the

year, so that the required trainings and budgets are determined and arranged (internally / externally)
throughout the year.

At Nuvista, training programs are arranged in such a way that employees have the opportunity to apply
it on the job, whether through new work methods or adapting new organizational/departmental
strategies. Evaluation of training helps NPL know who needs what training in the future and where to
invest more. Successful job performers provide a comparison on what they do differently than
unsuccessful job performers. It also helps the company compare productivity and profits before and after

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training, in their own analytic and strategic way. For doing all this activity, NPL follow two method
basically:

1.PADR:

PADR means Performance Appraisal and Development Review. There are so many section in PADR.
One section called Development review where employees development were shown by using rating
method. Another section called training plan where employees can set their training objectives.
Objective can be 6 or 10, according to the needs of the employees. Individual employee has individual
PADR. For Example- In marketing department if any employee want to improve his/her knowledge on
brand optimization, effective brand management, then in the PADR he/she can set training plan and
submit it to the HR department. Now HR Department sit with their line manager and sort out those padr.
First they evaluate their competitive achievement and then they discuss what training actually they need
most and then set their training plan. If he/she write that they need training on team management, HR
department discussed with their line manager and find out is it necessary for them or not. That,s how
basically need assessment done.

Succession Planning:

Another most important TNA method, which is basically developed this year by HR manager. On this
method they select their trainee based on whom they want to give promotion, for example- If they want
to give promotion to their FM and make him to RSM than they provide him/her leadership training. So
that they can manage their regional PPO, Field manager. Or if they want to make their RSM to Sales
manager, then at first they indentify if the manager or employee is deserve that promotion or not. If
he/she is capable only then HR department arrange their training. If any sales manager can not motivate
his/her department, then HR department arrange some motivation training for them. For doing all those
survey and observation there is a successor, who observe all these, their improvement, their activity,
their way of work. After doing all this work, successor make a report and submit it to the HR
Department. According to that report, HR Department select their trainee.

4.6 Training Budget and Calendar:

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Nuvista Pharma maintain a calendar to provide their employee the best training. They prepare their
calendar quarterly. They divided the whole year in 4 quarter. Each quarter has 3 training program. So
the whole year provide 12 training program.

Budget Spent on training: After market research and analysis, company allocates a fixed budget for the
training and development program. This fixed budget can be changed for the basis of new ideas or
project work. Most of the time, company assigned the same amount of money of the salary of the
employee. Sometimes, it can exceed the salary as well but most of the time it depends on how much
value added in business. According to their training calendar of 2017 they spent approximately tk
10,000 for per employee.

Training Calendar for 2017 in Nuvista Pharma Ltd

Quarter 1
Cost
Training Training No of Department
Incurred Total Hours
Month Name Trainee Covered
(in BDT)
32 hrs (4 Quality
January Internal auditor course on IMS 23,400 3
Days) Management
February Training need analysis and evaluation 10,000 8.5 hrs 1 HR
Regulatory
March GMP Compliances 8000 4 4
affairs
Quarter 2
Product
management,
World Marketing Summit A Better
April N/A 22.5 5
World through Marketing
Marketing
Division
May Supply Chain Management 7,900 9 hrs 2 Marketing
June Effective Brand management 8,000 1 week 3 Marketing
Quarter 3
Connecting with customers and
July increasing 16,000 4 days 5 Sales Division
sales
A brief overview of payroll and
Finance
August budget 49,000 30 days 2
Department
management
Sales,
September Future Leader Scheme 20,000 2.5 hrs 5 Marketing
HR

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Quarter 4
October Bargaining 18,000 4 2 Marketing
November Job Analysis 12,000 3 2 HR
December Labor law 8,600 2 1 HR

4.7 Training Program:

Nuvista pharma arrange some training program. They are divided into four criteria:

1. Executive and Managerial Training

2. Non Executive Training
3. Factory Training
4. Field-Force Training.

1.Executive and Managerial Training:

Nuvista facilitates development initiatives for its current managers as well as the “potential”
managers, the executives. These initiatives maybe internally conducted or externally conducted
depending on the need. Executive and Managerial Training divided into two -
I. Internal Training
II. External Training

I. Internal Training:

The internal programs usually occur when the departmental GMs or HR personnel see a need for
improvement in a particular area (e.g. Communication Skills or Computer Skills). Or these may also be
an annual initiative derived from the Training Calendar for enhancing skills for the new executives. . It
is budget-friendly. It’s won’t require any extra money. It also saved travel cost. And also the company
didn’t need any outside trainer to train their employees. So that the trainer is already ensure about the
company needs and condition. Another advantage of Internal training is that it encourage team work.

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Having a room full of delegates from different departments and levels create a healthy learning
environment. This training offered voluntarily by an employer to maintain the competitiveness of the
organization. In this training program, they provide training employees on some certain issues like-
Communication, Motivation, Technical training, Leadership training.

Internal Training Process:

i. Training Facilities:

First they estimated the size of class and as well as the number of trainee who are sit for the training, and
with this also determine whether or not meals/refreshments will be provided. (It is customary, if
meals/refreshments are being provided, to charge a nominal fee to cover this expense). Also set the
timeframe in which time this training will be held and which day so that the trainer and trainee can
prepare themselves. They write the time and location on the notice board before the program so that
everyone can prepare themselves for the training. They also make sure that the attendance is successful
for this event. Also if the event is annual one, they schedule the event during the same month every year.

ii. Paperwork:

Once they determined the location and estimated class size they make sure that all their paperwork are
done like if they need any permission from the top level management they take before the program. Or if
they need to sign any paper that need for this program they signed it before the program. Moreover they
make sure all the needs of training done before the program. Then they begin their program on the
selected time.

II.External Training:

External trainings occur when the executives and managers are nominated and send to trainings
programs (workshops/seminars/courses) organized by outside institutes. These external trainings for the
executives are the “real” monetary investments that arise from training and developments. External
training program divided into two – Local Training and Overseas Training. Local training is basically
conducted in different training institute like- Grow and Excel, Lighthouse, minemapper etc. Who get

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this training is not fixed basically the necessity of the employee, they get this training. 3-4 time in a year,
company conducted this local training. Nuvista also facilitates overseas trainings for its most potential
senior executives and managers to assist them in bringing new knowledge and skills to the company,
thus proving itself to be a learning organization.

The nomination is done like the internal training, but only after a thorough review of the program
offered or intended by the T&D executives, HR managers, and departmental managers. A letter is sent
to the respective institution for acceptance of the nominations. If it’s accepted, then HRD communicates
the nominees regarding the timing and venue of the program. Evaluation papers are also handed over to
fill up and return to the HRD after the completion of training. T&D also ensures that all the documents
(certificates, course materials, flyers, etc.) are submitted to them from the trainees as part of data
collection and future reference. After three months from the completion of the training, the participants
are required to fill up another evaluation form provided by T&D, so check the impact of the
corresponding training on the participants. Besides these, within 7 days from returning from the training,
all the participants need to arrange a presentation on the topic among the colleagues of the department
and notify T&D accordingly. This type of training conducted twice in a year.

2.Non-Executive Training:

The non-executives include the peons, drivers, office assistants. This level also includes the admin
assistants and canteen staff as well as cooks. Thus, it basically consists of the largest group in the
corporate headquarters as well as in the factory units (not considering the field forces). Training them
includes well designed and executed internal training programs. Their training also requires the largest
spaces and most adept in-house faculties to guide and teach them in a proper way, given their
comparatively lower literacy rate.

Like the executives, the non-executives are also selected via nomination and approval from respective
departmental supervisors. Their trainings may occur in the corporate HQ or in the factory units or in
external training centers like BRAC, CDM, Savar. Topics range from basic “Computer Skills”, “Proper
Front Desk Etiquette” to sophisticated ones like “Positive Thinking”. Training initiatives also vary
depending on departmental needs and “need of the hour” basis.

3.Factory Training:
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Three training types based on factory and manufacturing policies that need to be mentioned are Factory
Assessment Training (FAT) and Current Goods Manufacturing Practices (cGMP) and In-Plant Training.

I.Factory Assessment Training (FAT):

With the increase of production or to adapt to new technology Nuvista buys machineries from time to
time. The machines are bought from different countries. Handling these high tech machines requires a
few expertise. So as they sell the machines to Nuvista, the supplier companies offer training sessions for
the relevant people from our part in order to show them how to operate the machines. Here all the costs
of training and traveling are carried out by the vendor. Employees from Production, Engineering
Department and Technical Support Department are usually eligible to participate in such trainings as
they are directly related in handling these machineries.

II.Current Goods Manufacturing Practices (cGMP):

Current Good Manufacturing Practices (cGMP) are the followed by the pharmaceuticals industry to
ensure that the products produced meet specific requirements for identity, strength, quality, and purity .
cGMP requires that everyone working in a production area shall have the education , training , and
experience to perform the assigned functions. The minimum an auditor would expect is at least some
general cGMP training and training on the standard operating procedures (SOPs) associated with the
job. NPL ensures trainings for all the factory employees according to the cGMP .In the production units
these trainings goes on all around the year.

III.In-Plant Training:

For gathering complete knowledge about pharmacy there is no alternative for In-plant or industrial
training program which has to be accomplished by every student of pharmacy after his/her final year
(B.Pharm.) examination. This training is conducted by the pharmaceutical industries in our country. By
this training, each pharmacy student can achieve vast experience; can correlate the theoretical
knowledge with the practical experience. Thus he/she can develop him/herself completely for pharmacy
related job. Learn & interact with renowned industry experts. Nuvista Pharma provide In-Plant training
through it achieve business excellence through quality by understanding, accepting, meeting and
exceeding customer expectations. It follows International Standards on Quality Management System to

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ensure consistent quality of products and services to achieve customer satisfaction. It also meets all
national regulatory requirements relating to its current businesses and ensures that current Good
Manufacturing. This training covered certain site. Trainee will-

 Learn & interact with renowned industry experts

 Receive an unparalleled education with personal attention

 Students will get “TOOL KIT” at free of cost

 E-Book will also be provided to the students during the training.

4.Field Force Training:

Field force training basically given to PPO, MPO, MR. Medical promotion officers and Product
Promotion Office play an important role for square pharmaceuticals ltd. They are work in the field with
doctor. Every year NPL needs a lot of PPO, MPO in Nuvista pharmaceuticals for improving the
business of the organization. Topic of PPO and MPO training are

 Human anatomy & basic history

 Basic physiology & pathology
 Digestive system
 Respiratory system
 Gentro-urinary system & reproductive system
 Central nerves system
 Blood
 Cardiovascular
 Dialectology & diabetic
 Endocrinology & hormone
 Skin & skin disease
 Eye & eye infection

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Field Force Training Divided into two –

I. On The Job Training

II. Off The Job Training

I.On The Job Training:

On the job training: refers to methods that are applied in the workplace, while the employees are actually
working. . During this time they have to memorize all the product name, which work for what etc. Here
also test their convincing power. During this training session they also get a basic allowance tk 500.
After this 6 month training they have to sit for a exam where what they learn this entire 6 month were
tested. If they passed and if their supervisor think they are perfect for this job only then they get this job.
There is a condition, if after the training they didn’t join their job, they have to pay a penalty of tk
10,000.

II.Off the Job Training:

This type of training occur outside of the workplace.

• Special study
• Films
• Television
• Conference or discussion
• Lecture

4.8 Evaluation of Training:

Before 2016, NPL didn’t do their evaluation systematically. From this year HR decided to evaluate all
the trainees. So from 2016, training programs are arranged in such a way that employees have the
opportunity to apply it on the job, whether through new work methods or adapting new
organizational/departmental strategies. After any successful training, evaluation is must. For that reason,
NPL started to done their evaluation in analytic and systemic way, though it need more improvement

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NPL evaluate their trainee in two way-

Observation:

After training, HR get a general feedback. According to that feedback HR observe those employee or
manager work. Hr also get a quarterly feedback from their line manager. According to the employee
need, Hr also re-train them.

Survey:

After training they arrange a survey which called Organization climate survey. On that survey they set
some parameter. Like How is their training, they get any benefit or not, how was the facilities etc. A
recent survey report is given below-

Strongly Disagre Strongly

Survey Questionnaire Agree Neutral
Agree e Disagree
Q1. The Objectives Of the training were clearly defined 8 3      
Q2. Participation and interaction were encouraged 8 3      
Q3. The topics covered were relevant to me 6 4 1    
Q4. The content was organized and easy to follow 5 5 1    
Q5. The materials distributed were helpful 3 7 1    
Q6. This training experience will be useful in my work 9 2      
Q7. The trainer was knowledgeable about the training topics 8 3      
Q8. The Trainer was well prepared 7 4      
Q9. Duration of the training was sufficient   5 4 2  

 
Q10. Venue and Facilities were adequate and comfortable 4 6   1

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Char t Title
Strongly Agree Neutral Strongly
Agree Disagree
10
8
6
4
2
0

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Chapter 5
Research Part

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5.1 Literature Review

Training and development:

According to the Michel Armstrong, “Training is systematic development of the knowledge, skills and
attitudes required by an individual to perform adequately a given task or job”. (Source: A Handbook of
Human Resource Management Practice, Kogan Page, 8th Ed.,2001) According to the Edwin B Flippo,
“Training is the act of increasing knowledge and skills of an employee for doing a particular job.”
(Source: Personnel Management, McGraw Hill; 6th Edition, 1984) The term ‘training’ indicates the
process involved in improving the aptitudes, skills and abilities of the employees to perform specific
jobs. Training helps in updating old talents and developing new ones. ‘Successful candidates placed on
the jobs need training to perform their duties effectively’. (Source: Aswathappa, K. Human resource and
Personnel Management, New Delhi: Tata Mcgraw-Hill Publishing CompanyLimited,2000, p.189)

In Human Resource Management (HRM) cycle as well as in any organization, training and development
system plays an important and vital role in achieving organizational mission and vision, goals and
objectives. Organizations today consider the HR department as the critical source of making
development amongst the employees to lead the organization to the success.

5.2 Problem Statement:

The intention of this research is to analyze and evaluate the training and development process in
Nuvista Pharma Limited.

5.3 Background of the Problem:

Training and development play vital role in any given organizations in the modern day. It is aimed at
preparing employees for future or current jobs. The efficiency and productivity of the firm can be
increased considerably with right training methods. This is the reason why HR department gives training
such a huge importance. The motive behind this study is to understand the training and development
programs of the employees of Nuvista Pharma Limited. The training cannot be measured directly but the
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change in attitude and behavior that occurs as a result of training. By studying and analyzing the
response of employees regarding training, I can make scientific conclusions, which are the core idea of
this study.

5.4 Project Timeline:

Gantt Chart
October- Novembe November December
Octobor-02 16 to r -01 to -16 to -01 to
to Octobor- October Novembe November- December-
Date 15 -31 r 15 - 30 22
Task          
Topic Submission          
Organization Part      
Actual Task Part          
Questionnaire Dev.          
Project Part        
Actual Task Part  

5.5 Budget Information :

Description Cost (monthly) Total (BDT)

Transportation expenses 1200.00 3600.00
Lunch and other expenses 2000.00 6000.00
Phone bill 500.00
Processing, orienting & binding 1,200.00
Total Cost: 11,300.00

5.6 Research Methodology

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Research Approach: To develop my report, I use quantitative method. Here all of my data gathered
by interviews.

Research Philosophy: Survey research was conducted to find out the employees opinion about
Training and Development Processes of HR Division in NPL.
Type of Research : There are two type of research method
1. Quantitative
2. Qualitative

For my report, I use quantitative method.

Method of Data Collection: Data collection is very important for preparing a report. In order to
make this report more presentable and meaningful, I used both Primary & Secondary resource. The
source of data is as following:

A. Primary Source:

The primary information collected through face to face interview, observation, Collect

the primary data developed a questionnaire with structured questions to be filled by HR

Officer and employees.

B. Secondary Source:

To make this research more enriched, informative and acceptable. So, hunted relevant

data from the following secondary sources:

 Job description and recruitment files.

 Annual report of the organization

 Office file and documents.

 Websites of the organization.

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 Different internship report and presentation.

 Books and articles from library

Population : The population for the survey was middle level Management total 100 employees are
working in middle level Management of Nuvista Pharma Limited.

Sampling Methods: A questionnaire survey has been conducted among 50 employees by simple
random sampling (because each employees has an equal chance) of NPL .

5.7 Data Analysis and Interpretation :

For analysis of data Microsoft Word, Microsoft Excel, different tables and graphs were used to make the
data meaningful. Hypotheses were testing to derive a meaningful conclusion from the empirical data. In
addition, basic statistical techniques of different measures of central tendency have been used for
analyzing the data. As my sample size is more than 30, I have used Z test for the study.The following
formula has been followed:
X́−μ
Z test = σ
√n

µ= mean value
n = sample size
σ = Standard deviation
X́ = Average
Based on my analyzed, I made findings, recommendations, and conclusion.

Hypothesis Development:
H-1: Training program give better opportunity for growth and promotion.
H-2: Training design has a significant effect on the organizational performance.
H-3: NPL gives full effort for external training programs to facilitate employee development
H-4: NPL provides an excellent environment and adequate materials for training.
H-5: External training program should be provided to all levels and positions.

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Hypothesis Testing:

Summary of the Responses of 50 employees of Nuvista Pharma Limited.

H-1 H-2 H-3 H-4 H-5

1=Strongly Disagree 2 3 3 5 4

2= Disagree 6 8 10 9 8

3= Neither agree nor disagree 3 2 2 3 2

4= Agree 21 25 22 17 20

5=Strongly agree 28 22 23 26 26

Total 197 195 190 184 188

Average 3.28 3.25 3.16 3.06 3.13

Standard deviation 0.84 0.91 0.92 0.98 0.92

Z-test value 7.2 6.64 5.56 4.43 5.30

Hypothesis-1:
I want to test the null hypothesis.
Ho: Training program does not give better opportunity for growth and promotion.
Ha: Training program give better opportunity for growth and promotion.
Ho: µ = 2.5
Ha: µ > 2.5
n = 60
Here, X́ =3.28
And σ = 0.84
So, z cal = ( X́ -μ) / (σ /√n) = 7.2
At 5% level of significance follows Z distribution Z 0.05=1.645

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Since Z cal> Z tab, the null hypothesis would not be accepted. So at 5% level of significance, it can be
said that training program give better opportunity for growth and promotion.

Hypothesis-1
10%
5% 3%

Strongly agree

47%
Agree

Neither agree
nor disagree

Disagree

Strongly disagree
35%

Fig: Hypothesis 1

Hypothesis-2:
I want to test the null hypothesis.
Ho: Training design has no significant effect on the organizational performance.

Ha: Training design has a significant effect on the organizational performance.

Ho: µ = 2.5
Ha: µ > 2.5
n = 60
Here, X́ = 3.25
And σ = 0.91
So, z cal = ( X́ -μ) / (σ /√n) = 6.64
At 5% level of significance follows Z distribution Z 0.05=1.645

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Since Z cal> Z tab, the null hypothesis would not be accepted. So at 5% level of significance, it can be

said that training design has a significant effect on the organizational performance.

Hypothesis-2
13%
5%
37%
3% Strongly agree

Agree

Neither agree
nor disgaree

Disagree

Strongly disagree
42%

Fig: Hypothesis 2

Hypothesis-3:
I want to test the null hypothesis.
Ho: NPL does not give full effort for external training programs to facilitate employee development.
Ha: NPL gives full effort for external training programs to facilitate employee development
.

Ho: µ = 2.5
Ha: µ > 2.5
n=60
Here, X́ = 3.16
And σ = 0.92
So, z cal = ( X́ -μ) / (σ /√n) = 5.56

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At 5% level of significance follows Z distribution Z 0.05=1.645

Since Z cal> Z tab, the null hypothesis would not be accepted. So at 5% level of significance, it can be
said that NPL gives full effort for external training programs to facilitate employee development.

Hypothesis-3
17%
5% 3%

Strongly agree
37%
Agree

Neither agree
nor disagree

Disagree

Strongly disagree
38%

Fig: Hypothesis-3

Hypothesis-4:
I want to test the null hypothesis.
Ho: . NPL does not provide any excellent environment and adequate materials for training.
Ha: NPL provides an excellent environment and adequate materials for training.
Ho: µ = 2.5
Ha: µ > 2.5
n = 60
Here, X́ = 3.06
And σ = 0.98
So, z cal = ( X́ -μ) / (σ /√n) = 4.43

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At 5% level of significance follows Z distribution Z 0.05=1.645

Since Z cal> Z tab, the null hypothesis would not be accepted. So at 5% level of significance, it can be
said that NPL provides an excellent environment and adequate materials for training.

Hypothesis-4
15% 8%

Strongly agree
43%
Agree

5%
Neither agree
nor disagree

Disagree

Strongly disagree
28%

Fig: Hypothesis-4

Hypothesis-5:
I want to test the null hypothesis.
Ho: External training should not be provided to all levels and positions.
Ha: Development training should be provided to all levels and positions.
Ho: µ = 2.5
Ha: µ > 2.5
n = 60
Here, X́ = 3.13
And σ = 0.92

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So, z cal = ( X́ -μ) / (σ /√n) = 5.30

At 5% level of significance follows Z distribution Z 0.05=1.645
Since Z cal> Z tab, the null hypothesis would not be accepted. So at 5% level of significance, it can be
said that External training should be provided to all levels and positions.

Hypothesis-5
13%
7% 3%

33% agree
Strongly

Agree

Neither agree
nor disagree

Disagree

Strongly disagree
43%

Fig: Hypothesis-5

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5.8 Finding:
The findings are
 Hypothesis 1:
1st hypothesis question was training program give better opportunity for growth and promotion.
And after survey, 3 employees neither agree nor disagree, 21 employees agreed and 28 employees
strongly agreed. And the percentage of not taking null hypothesis is 86.67%
 Hypothesis 2:
2nd hypothesis question was training design has a significant effect on the organizational performance.
And after survey, 2 employees neither agree nor disagree , 25 employees agreed and 22 employees
strongly agreed. And the percentage of not taking null hypothesis is 81.67%

 Hypothesis 3:
3rd hypothesis question was NPL gives full effort for external training programs to facilitate
employee development. And after survey, 2 employees neither agree nor disagree , 22 employees
agreed and 23 employees strongly agreed. And the percentage of not taking null hypothesis is
78.33%
 Hypothesis 4:
4th hypothesis question was NPL provides an excellent environment and adequate materials for training .
And after survey, 3 employees neither agree nor disagree , 17 employees agreed and 26 employees
strongly agreed. And the percentage of not taking null hypothesis is 76.67%
 Hypothesis 5:
5thhypothesis question was external training should be provided to all levels and positions.
And after survey, 2 employees neither agree nor disagree, 20 employees agreed and 26 employees
strongly agreed. And the percentage of not taking null hypothesis is 80.

5.9 Recommendation:

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 Increase the number of external trainings per month by developing liaisons with more training
institute and consultancy firms on a regular basis.
 Increase the number of training areas and topics so that more functional units can be trained.
 Update technology and equipments that assist training
 Conduct more overseas training
 Training building should include with the head office, so that can be easier for the HR to make
report on training and evaluation
 Training evaluation should do more often and more systematic so that will be beneficial for the
employee.
 TNA should done more often and more systematically.
 More training program should introduced, for this a quick evaluation should conduct

Some threats should also be look out

 Aging executives and managers may avoid trainings due to rigidness toward learning new skills
or updated skills.
 Trained employees may leave company with enhance competencies.
 External training institutes and firms may retreat due to monetary issues.
 Too much development initiatives may cross budget.
 Competitors may develop enhanced training modules and technology.

5.10 Conclusion:

I really enjoyed my internship period in NPL, from the very first day. I am confident that this 3 three
months internship program will definitely help me to understand real life situation which definitely will
help in the job market.

Work in Training and Development process in NPL, I learned so many things about training and
development process and how they do their TNA and evaluation. Training plays a very important role
for any organization, If training used in a planned and purposeful manner, it can be an extremely
effective management tool as it increase the knowledge and skills of workers and thereby increasing the
productivity and wealth of the organization.. Though there is still some lacking in training development

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program in NPL, I hope soon they will started an effective training and development program that will
bring more prosperity and success in their company.
As Nuvista Pharma ,they started their journey in 2006. They doing so well in this competitive market
place, This day is not far when It will be number one leading pharmaceutical company in Bangladesh.
Finally I will say that this internship at NPL has enlarged my theoretical knowledge of Bachelor of
Business Administration in to some practical knowledge and made my education more complete and
practical.

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Chapter 6
Appendix

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6.1 References:
1. Nuvista Pharma Ltd, 2015, About Nuvista Pharma Ltd. [Online], Bangladesh. Available at:
http://www.nuvistapharma.com [Accessed 20th January,2016]
2. Nuvista Pharma Ltd, 2015, History of Nuvista Pharma Ltd. [Online], Bangladesh. Available at:
http://www.nuvistapharma.com [Accessed 20th January,2016]
3. Nuvista Pharma Ltd, 2015,Objectives Nuvista Pharma of Ltd. [Online], Available at:
http://www.nuvistapharma.com [Accessed 20th January,2016]
4. Nuvista Pharma Ltd, 2015, Mission and Vision of Nuvista Pharma Ltd. [Online], Bangladesh.
Available at: http://www.nuvistapharma.com [Accessed 29th January, 2016]
5. Top 50 Pharmaceuticals Company at Bangladesh, 2016, Available at:
http://www.bdprimeit.com/top-50-pharmaceutical-companies-bangladesh/
6. Information on Pharmaceutical Industry in Bangladesh, 2016, Available at:
http://themillenniumuniversity.edu.bd/image/TMUJ_P19.pdf

7. Armstrong, M. (1996), A Handbook on Personnel Management Practice, 5thed.

London: Kogan Page

8. Cole, G. A. (2002), Personnel and Human Resource Management, 5thed. Continuum

London: York Publishers

Other Sources:

Manual on Nuvista Pharma Ltd, 2015

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6.2 Abbreviation
MPO- Medical Promotion Officer

NPL – Nuvista Pharma Ltd

RSM – Regional Sales Manager

FM – Field Manager

PPO- Product Promotion Officer

MR- Medical Representative

API- Active Pharmaceutical ingredient

HR- Human Resource

FAT - Factory Assessment Training

cGMP - Current Goods Manufacturing Practices

PADR – Performance Appraisal and Development Review

MSD - Merck Sharp & Dohme

HQ- Headquarter

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6.3Pictures:

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Picture1: Me while working

Picture 2: Inside of the Organization:

Picture 3: Inside of the organization

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Picture 4: Inside of the organization

Picture 6: Outside of the Organization

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6.4 Survey Questions:

Dear Respondent,

This questionnaire has been designed to solicit information for purely academic purposes. This is

Tasnim Mahzabin student of Bachelor of Business Administration (BBA), in the College of Business

Administration (CBA) at International University of Business Agriculture and Technology (IUBAT). I

am doing my internship in Nuvista Pharma Limited and conducting a survey in “ Training and

Development process in Nuvista Pharma Limited” as a partial fulfillment of the course BUS 490

Practicum. I would like to have your valuable opinion on it.

NB. All information given would be treated with utmost confidentiality. Thank you.

BASIC DEMOGRAPHIC DATA (PLEASE TICK WHERE APPROPRIATE)

1. How old are you? (Years)

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a) 18 – 25 ( )
b) 26 – 35 ( )
c) 36 – 45 ( )
d) 46 – 55 ( )
e) 56 – 59 ( )

2. Gender;
a) Male ( )
b) Female ( )

3. Educational Background;
a) Senior High School ( )
b) Ordinary Level ( )
c) Advance Level ( )
d) Higher National Diploma ( )
e) First Degree ( )
f) Masters Degree ( )
g) Other (please specify) ( )

4. Department
a) Sales
b) Marketing
c) Finance
d) IT
e) HRD

5. How long have you been working in NPL?

a) < 1 year
b) 1-3 years
c) 3-5 years
d) 5-6 years

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e) 6 years
6. . How many trainings have you participated in as a part of NPL in a year? _____
a) 2-5
b) 7-10
c) 10 -20
d) 20-40

HYPOTHETICAL STATEMENT:

Do you agree with the following statements?

7.Training program give better opportunity for growth and promotion-

1. Strongly disagree
2. Disagree
3. Neither agree nor disagree
4. Agree
5. Strongly agree

8.Training design has a significant effect on the organizational performance.

1. Strongly disagree
2. Disagree
3. Neither agree nor disagree
4. Agree
5. Strongly agree

9.NPL gives full effort for external training programs to facilitate employee development
1. Strongly disagree
2. Disagree
3. Neither agree nor disagree
4. Agree
5. Strongly agree

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10.NPL provides an excellent environment and adequate materials for training.

1. Strongly disagree
2. Disagree
3. Neither agree nor disagree
4. Agree
5. Strongly agree

11. External training program should be provided to all levels and positions.
1. Strongly disagree
2. Disagree
3. Neither agree nor disagree
4. Aagree
5. Strongly agree

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