EFROZE CHEMICAL INDUSTRIES
description
Transcript of EFROZE CHEMICAL INDUSTRIES
EFROZE CHEMICAL INDUSTRIES
Project ParticipantsDanish Nasim
Mehwish AmjadRabel Awan
Maliha Paracha
TRAINING AND DEVELOPMENT ACTIVITIES AT EFROZE CHEMICAL INDUSTRIES
Learning ObjectivesThe company’s profile
Efroze vision statement
Efroze mission
The company’s corporate strategy
The company’s quality policy
The Efroze CSR
The focus areas of the company
How are employees at Efroze
The career profile for Efroze as an employer
Identifying Training and Development at Efroze Chemical Industries
The Training and Development philosophy of the company
Learning ObjectivesContinued ……..
What are the goals of the training department
What is there Training and Development budget
The monthly frequency of their Training and Development programs
The types of training offered by the company
General attitude and coordination of the Managers towards Training and
Development
Identification of Training and Development Needs
Training and Development tools at Efroze
Tools for Post Training effectiveness
Executive summaryThe project is rendered with the aim to study Training and Development processes within subjected
company.
The company which was aspect for learning is EFROZE CHEMICAL INDUSTRIES.
At initial stage, interview with the help of an open ended questionnaire was conducted from the Asst.
Manager HR, Mr. Zeeshan Abu Baker.
The processes and frequency of training within the company was highlighted.
The interview was conducted on 19th April, 2009 at the company’s head office for Pharma sector located
at Sharae Faisal, Karachi.
The interviewer (Danish Nasim) was also invited for a training session which was held on 5 th April, 2009
at the same office.
The corporate trainer, Mr. Syed Arshad Ali, General Manager Hino Motors Pakistan, elaborated KAIZEN
ACTIVITIES.
Company’s Profile
Efroze Chemical Industries (Private) Ltd. came into
existence in 1968 with the Dedication to the Quality
Pharmaceuticals, to empower mankind by
promoting mental and physical wellbeing around the
globe.
Vision Statement
“To be a success in health; be daring, be first, be different at
preservation of health, alleviation of pain and enhancement
of the quality of life is our vision. At Efroze every day is a
quest to make someone’s tomorrow a little better.”
MissionAs a Manufacturing Company, Efroze is determined for stable profitable growth through
continuous improvement in manufacturing and progressive capital investment to produce
the best products for its stakeholders.
As a Pharmaceutical Company, Efroze is committed to current Good Manufacturing
Practices in the quality control and production of medicines, which meet international
regulatory standards of quality, safety and efficacy.
As a Marketing Company, Efroze is particularly conscious of the fact that its ultimate
customers are patients. Efroze believe in responsibility to their customers by supporting a
high standard of ethical marketing conduct.
Cont …..As a Service Organization, Efroze's aim is to devote to the highest standard of service and
support to customers both inside and outside the organization.
As an Employer, Efroze strives to promote to health and safety at work, to training, support
and development of personnel to open communications and to equality of opportunity .
And as a Corporate Citizen , Efroze's aim is to give back to the communities in which it sells
its products to promote a positive sense of sharing and caring, ultimately contributing to the
nurturing and preservation of civil society.
Corporate Strategy
Enjoying an ever growing worldwide demand for its quality products,
Efroze is at a pivotal point in harnessing its ability to capitalize all the
opportunities to capture the heart of its doctors and patients. Efroze
have encouraged its corporate existence as the quality manufacturer
of life saving drugs by focusing their efforts on the development of
first-in-class medicines from laboratory to the retail shops. Being
Ethical in marketing standards, its management approach entails
rigorous and analytical market research and is substantiated by
clinical evidences within the legal and regulatory framework.
Quality PolicyEthics:
Efroze is committed to collaborate with healthcare professionals for Continuous Medical
Education, awareness & patient welfare programs.
Environment:
Efroze is committed to protect the environment through continuous improvement of
their performance and prevention of pollution
Equal Opportunity:
Efroze provide equal opportunity for all employees and applicants, based on the
individual’s skills, knowledge, abilities and performance
Cont …..Excellence:
Efroze strive for excellence through continually improving the Quality Management by constantly
establishing & reviewing Quality Objectives & focusing on Human Resource Development.
Empowerment:
Efroze believe in empowering its people for improvement in quality of its products & processes.
Economy:
Efroze strive to contribute in the growth of its country’s economy as a major player by providing
employment & increasing exports.
Efficiency:
Efroze continuously improve efficiency of its plant, system & processes through the use of latest
technology by following cGMP & cGLP guidelines.
Social Corporate Responsibility A Commitment to Society
Realizing the need for specialized health fundamentals, Efroze
significantly contributes to the establishment and financial support to
dispensaries, health foundations, community centers and hospitals.
The first burn centre in Pakistan established under the patronage of a
philanthropic group; “Friends of Burns Centre” (Patients’ Welfare
Society), in collaboration with the Ministry of Health, Government of
Sindh. This centre is serving community under the presidency of Mr.
Mohammad Abdullah Feroz Managing Director of Efroze.
Focus Areas
The product basket of Efroze continues to be
dominated by the products fulfilling the needs of
cardiac care, dialectology, gastroenterology, and
gynecology and pain management.
Employees at Efroze
A career at Efroze means an opportunity for ample learning and growth. It offers avenues to work across the globe
alongside the finest minds. The Company offers a challenging assignment, a world class working environment, professional
management, competitive salaries and rewards.
“If you have an appetite for challenges, we have an exciting career for you”.
Career Profiles
They are looking for people with extraordinary
dynamism, both as team leaders and players, to
deliver superior business results and win in the
marketplace.
Training and Development
Identifying and developing talents is a top priority at Efroze, Their learning
program is dedicated to developing managers and inspiring them to grow as
business leaders. Efroze wants to build a reputation for having an exciting
workplace and encourage its associates to realize their professional ambitions.
In house trainings and presentations, workshops create an environment of
continuous development of Employees at professional and personal learning.
Opportunities
The business provides ample opportunities for its employees to build careers in various fields.
Opportunities have never been a constraint for the deserving. They believe in employee
growth that goes beyond vertical movements and change in designations. Potential and
performance are the pillars of career progression at Efroze. A robust development process
supports this.
Their managers generally have the opportunity to live and work in different countries; such
international experience will help them better understand the complex business and grow
both personally and professionally.
Research Methodology
Structured interview with Assistant Manager HR, Zeeshan Abu Baker.
Open ended questionnaire
Findings
Training philosophy of the Company
“Training is an integral part of the organizational
development as it moves the organization as well
as its employees towards continuous and
incremental growth and improvement”. Says Mr.
Zeeshan Abu Baker (Asst. Manger HR)
Goals of Training department
Employee development
Motivation and building business leaders
Professional and Personal learning
Training and Development budget
The budget allotted to the HR department for the
Training and Development activities in the
company is Rs. 600,000/month
(Including both Pharma sector and EFROTECH)
Monthly frequency of Training and Development programs
The monthly frequency of the training and
development programs in the company is 4 in
house and 3 external trainings on average
(Including both Pharma sector and EFROTECH)
Types of Training offered
The company focus on both Technical and Behavioral training to it’s
employees.
Targeted organizational levels for Training
Training is granted at all levels of the company
depending on the needs of the employee. The
purpose is Problem solving (reactive) or
Opportunity seeking (proactive).
Organizational Structure
Business FunctionsDepartment Rating
Human Resources (1) (2) (3) (4) (5)
International Marketing Division (1) (2) (3) (4) (5)
Marketing and Sales (domestic) (1) (2) (3) (4) (5)
Research and Development (1) (2) (3) (4) (5)
Plant Operations (1) (2) (3) (4) (5)
Accounts and finance (1) (2) (3) (4) (5)
Administration and IT (1) (2) (3) (4) (5)
Quality Assurance (1) (2) (3) (4) (5)
1 =Being poor, and 5 = Excellent
The general attitude and coordination of the managers towards training
The managers of the following departments have a
high degree of training acceptance and preference
Human resources
International Marketing
Research and Development
The managers of the following departments have a
medium degree of training acceptance and preference
Marketing and Sales (Domestic)
Plant operations
Administration and IT
Quality Assurance
The managers of the following department have a
least degree of training acceptance and preference
Accounts and Finance
Identification of Training and Development needs
Process
The Training and Development needs are identified by the company
with the help of Performance Evaluation Form and Training Need
Form, for behavioral trainings Managers usually observe the
performance of their team, the level of output and wastage.
Tools
To identify the Training and Development needs,
Efroze Chemicals use surveys and document
reviews as a tool.
Frequency
The Training and Development programs are
organized in the company are on average 4 in
house and 3 external, the HR department plans
Training and Development programs for both
Pharma and EFROTECH which is one of the entity
of the company.
Scope
The Training and Development programs involve all
the Executives, Managers, Employees for the
program depending on the nature of learning's from
the program and the need of the target audience.
Owners
The usual practice of the company is outsourcing
the Executives and Managers to Training and
Development programs offered domestically or at
international level. Then these Executives and
managers render the learning’s to their respective
departments as in-house training.
Focus
Efroze Chemical Industries has a focus of
employee development and motivation from the
Training and Development programs offered, the
technical and behavioral training focus on the aim
of succession planning and, professional and
personal learning.
Training and Development Methods
Efroze Chemical industries use the following methods of Training and Development
Apprentice
Job rotation
On-the-job
Lectures
Small group activities
Case studies
Business games
Role play
Programmed instructions
In-basket exercise
Experience learning
Tool for post training effectiveness
The Training and Development program ends up with
Post Training Evaluation Form that provides extensive
idea about the trainee’s learning from the program.
Limitation factor of the growth of people
Implementation and follow up of the learning’s from the
Training and Development programs are the limitation factor of
the employee’s growth as due to the lack in impact and effect
analysis limits the potential growth.
RecommendationsThe company’s Training and Development strategy needs improvement as a
matter of fact that the Executives are send to external Training and Development
programs and after accomplishment of the program, they render their learning’s
to their team in-house.
But every individual has his/her own style of delivery so the training contents
might be less effective if the person delivering it for the very first time expose its
learning to the target audience.
Recommendations Cont …..
The in-house training programs with expert corporate trainers
might be helpful, especially for the technical training. In addition
many behavioral contents are well explained by the corporate
trainers through their skills and expertise, and even a single
session is much effective and time worthy.
“First deserve, then desire”
Thank you