EFROZE CHEMICAL INDUSTRIES

1. EFROZE CHEMICAL INDUSTRIES

2. TRAINING AND DEVELOPMENT ACTIVITIES AT EFROZE CHEMICAL INDUSTRIES Project Participants Danish Nasim MehwishAmjad RabelAwan MalihaParacha

3. Learning Objectives The 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

4. 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

5. Executive summary The 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 5th April, 2009 at the same office. The corporate trainer, Mr. SyedArshad Ali, General Manager Hino Motors Pakistan, elaborated KAIZEN ACTIVITIES.

6. 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.

7. 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.”

8. Mission As 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.

9. 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.

10. 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.

11. Quality Policy Ethics: 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

12. 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.

13. Social Corporate ResponsibilityA 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.

14. 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.

15. 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”.

16. 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.

17. 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.

18. 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.

19. Research Methodology Structured interview with Assistant Manager HR, Zeeshan Abu Baker. Open ended questionnaire

20. Findings

21. 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)

22. Goals of Training department Employee development Motivation and building business leaders Professional and Personal learning

23. 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)

24. 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)

25. Types of Training offered The company focus on both Technical and Behavioral training to it’s employees.

26. 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).

27. Organizational Structure

28. Business Functions 1 =Being poor, and 5 = Excellent

29. 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

30. 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

31. The managers of the following department have a least degree of training acceptance and preference Accounts and Finance

32. Identification of Training and Development needs

33. 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.

34. Tools To identify the Training and Development needs, Efroze Chemicals use surveys and document reviews as a tool.

35. 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.

36. 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.

37. 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.

38. 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.

39. 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

40. 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.

41. 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.

42. Recommendations The 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.

43. 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.

44. “First deserve, then desire” Thank you