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