1. TRAINING & DEVELOPMENT
HILTON PHARMA ( PVT) LTD.

2. TRAINING & DEVELOPMENT
Faculty : Q.S. IMRAN AZAM
Submitted By: ALI USMAN (4032)
AMIR ANSAR (3050)
DANISH ALI (3025)
M.SHOAIB AHMED (51801)
Submitted On: 10th May 2009

3. HILTON PHARMA (PVT) LTD.

4. LEARNING OBJECTIVES
To assess the training philosophy and processes applied at Hilton Pharma (Pvt) Ltd.
Different training processes performed in Hilton Pharma (Pvt) Ltd.
Effects of training in the organization.
Identification of training needs.

5. INTRODUCTION
Hilton Pharma is a member of the well-known Progressive Group of Companies. Combining the best of Pakistani cultural values, entrepreneurship, a strong work ethic and strict compliance with current Good Manufacturing Practices (CGMP), Hilton has emerged as the largest
national pharmaceutical company.

6. RANKING
Hilton Pharma ( Pvt) LTD. It is ranked tenth among the 500 plus companies in Pakistan. It is ranked third among the local pharma companies operating in Pakistan, with a sales volume of around Rs.3.0 Billion in 2008.

7. Healthcare Segments HUMAN HEALTHCARE ANIMAL HEALTHCARE
1. Anti – Biotic Growth Promotions
2. Anti – Allergies Anti – Coccidals
3. NSAIB + Anti Rheumatics 3.Anti - Bacterial
4. Muscle Relaxants Dis INFECTANTS
5. Tranquillizers Probiotics
6. Anti-Pasmodics Anti Mycosplasmal
7. Vitamins + Minerals & Tonics Anthelmintics
8. Cardiovascular Products 8.Multivitamins + Amino
9. Gonado Trephine
10. Anti – Anemic
11. Anti – Depressants
12. Anti – Asthmatics
13. Anti – Diabetics
14. Lipid Lowering
15. Anti – Diarrhoeals
16. Anti – Epileptics
17. Anti – Fibrinnolytics
18. Laxatives
18. Anti – Malarial
19. Anti – Ulcerates
20. Liver Supportive Products

8. QUALITY POLICY
The Quality Policy of Hilton Pharma is designed to produce good quality medicines and make them available to those who are in need.
At Hilton, it is a basic premise that Quality is not merely conformance to specifications; it is, in fact, building quality into the product at all stages of manufacture in order to achieve the desired results within the required time frame
Hilton's quality system is based on the belief that there is always room for improvement and every member contributes towards achieving the highest standards of quality.

9. ENVIRONMENTAL POLICY
Maintaining our Plants, equipment and facilities in a manner so as to ensure a safe and clean environment.
Training our people with a view to creating awareness among them about the importance of a pollution-free environment.
Maintaining a comprehensive Environmental Management System aimed at providing containment and effective disposal of pollutants.
The company expects each of its employees to be conscious of the importance of a pollution-free environment and contribute positively at the individual level in creating a pollution-free environment.
Pollutant waste is disposed of effectively through a process of proper incineration, recycling and reduction.
Complying with regulations and Environmental Laws.
Measuring attainment of Environmental Policy objectives and goals.

10. INTERNATIONAL AFFILIATION
Alpharma AS. Norway
Laboratories Biocodex, France Daiichi Pharmaceutical & Co. Ltd. Japan
Eisai Co., Ltd. Japan
Fresenius Kabi Austria GmbH, Austria
China Kunming Pharmaceutical Corp. China
Meiji Seika Kaisha, Ltd. Japan
Novartis Animal Health Inc., Switzerland
Probiotics International  Limited., U.K.
Sankyo Co., Ltd., Japan
Ares Serono International S.A., Switzerland
Laboratorios Serra Pamies., S.A., Spain
Takeda Chemicals Industries., Ltd., Japan
Yamanouchi Pharmaceutical Co., Ltd., Japan

11. TRAINING PHILOSOPHY
To improve set of skills related to the job function to level where they can out perform competition and set standard which can be matched with any multinational company.

12. TOP THREE GOALS OF TRAINING DEPARTMENT
To train and develop all level of staff on a continuous basis which results in the enhancement of their skills and working capabilities.
To enhance performance which should result and reflect in overall departmental and team performance.
Our sales force member should match any existing personnel of any multinational company.

13. Training Cont…. TRAINING BUDGET FREQUENCY OF TRAINING
Training Budget – Rs.20million – for 2009 (Approx.)
FREQUENCY OF TRAINING
Frequency of Training –
Semi-annually annually, and on every product launch for Sales Force
Requirement Basis – (For employees other than sales force)
TNA is performed by HODs individually & in group meetings of HODs.
TYPES OF TRAINING
- Technical
- Professional
- Behavioral
LEVELS OF EMPLOYEES OFFERED TRAINING
- Junior
- Middle
- Senior

14. ATTITUDE TOWARDS TRAINING
Training is always a biggest motivation for young and fresh managers. In majority managers are appreciative towards training.
Rating=3

15. COORDINATION AMONG DEPARTMENTS
Coordination between training department and other business functions are reasonable well. Sparing of departmental colleagues is sometime disturbs routine function. Generally employees are sent for training by HODs as per requirement.
Rating = 2

16. IDENTIFICTION OF TRAINING NEEDS
Identification of training needs is done through
1. Employees education level
2. Evaluation of performance in the present domain of the employee
3. Individual competencies
4. Field visits in case of sales team
5. Feedbacks from senior & peers
6. Achievement of targets

17. NON-MANAGEMENT TRAINING
Production staff
For example: Machine handling training and Fire fighting training

18. FREQUENCY
Field force training is done on a regular basis (quarterly, semi-annually, product launch)
Attending workshops, seminars, training programs organized by different corporate trainers & companies as and when offered.

19. SCOPE
To enhance the capacity of the employee’s Professional & behavioral capacity.

20. METHODS OF DEVELOPMENT
In-house training by training department
Training from local & foreign specialist
Practical training during field visit / on the job training
Informal learning through inter departmental coordination
Attending workshops, seminars, training programs organized by different corporate trainers & companies as and when offered.

21. MEASUREMENT OF POST TRAINING EFFECTIVENESS
Measurement of post training effectiveness is done through
Evaluation of job performance
Evaluation of sales achievement
Improvement in behavior

22. STEPS FOR THE ENHANCEMENT OF ORGANIZATIONAL CAPABILITY OF EMPLOYEE
Motivation tools like
Badges champion of the day to the innovator of any new approach
Visit in groups to other organization performing better
Education plan supported for career growth
Support in personal achievements

23. LIMITATION TO GROWTH OF EMPLOYEES
Personal coordination is at medium level.
To improve this we have started monthly dinner, quarterly dinners, annual family mela team building approaches like joint projects, in which different levels of employees of different departments performs jointly.

24. CONCLUSION
Hilton Pharma (Pvt) Ltd. is performing well through different strategies being number three in local pharmaceutical companies. It has a well aligned training approach performing for its growth and well being of society.

25. Thank You