Chapter One

Introductory Part

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1. 1 Introduction and Background

This internship is a part of the Bachelor of Business Administration (BBA) program that provides an
on-the-job experience to students. I was placed at Beximco Pharmaceuticals Limited, Operational
Headquarters Dhanmondi as an internee student for three months. This internship program was my
very first on-the-job exposure and provided me with learning experience and knowledge in several
areas. During the first few weeks of my internship period, I was able to get accustomed to the working
environment of Beximco Pharmaceutical Limited. As the internship continued, I not only learned
about the activities and operations of Beximco Pharmaceutical Limited, but I also gathered some
knowledge about the basic financing activities of Beximco Pharmaceuticals Limited in first onemonth of my internship period.
Government and Private organization contribute significantly to the economic development of
Bangladesh. Pharmaceutical Industry also contributes to the economic development in our country. It
is not strengthening our Balance of payment but also contributing through earn foreign currency,
provide domestic need and reduction of unemployment, enhancing gross national income and save
foreign exchange reserves.
After readymade garments (RMG), pharmaceutical sector has become one of the largest sectors in
earning foreign currency. Meeting more than 95 percent demand of the local market, Bangladeshi
drugs gained a significant position in the worlds drug market. Locally manufactured drugs are now
being exported to more than 52 countries across the globe like- Vietnam, Singapore, Myanmar,
Bhutan, Nepal, Sri Lanka, Pakistan, Yemen, Oman, Thailand, and some countries of Central Asia and
Africa.
The scenario of pharmaceutical industry can be described in two parts- before the Drug Policy
Ordinance in 1982 and after the Drug Policy Ordinance in 1982.
Before 1982, there were 177 licensed pharmaceutical manufacturers in the country but local
production used to be dominated by the big multinational drug companies (MNCs).
.

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1.2 Origin of the Report

This report is intended to identify the Level of Training & Development System of Beximco
Pharmaceuticals Ltd. The reason behind this report can be stated as follows.
Training is a process of learning a sequence of programmed behavior. It is application of knowledge.
It gives people an awareness of the rules procedures to guide their behavior. It attempts to improve
their performance on the current job or prepare them for an intended job. Development is a related
process. It covers not only those activities which improve job performance but also those which bring
growth of the personality; help individuals to the progress towards maturity and actualization of their
potential capacities so that they become not only good employees but better men and women. In
organizational terms, it is intended to equip person to earn promotion and hold greater responsibility.
Training & Development is a part and parcel of an organization. Other influences on training process
include management styles and culture, employee involvement, empowerment, and autonomous work
position. Training & Development is a very important attribute and is frequently measured by
organizations. The most common technique for measurement is the use of rating scales where
employees report their thoughts and reactions to their jobs. Questions can relate to necessity of
training, helpful for new worker, ensure productivity & also quality. Some examinations present yesor-no questions while others ask to rate satisfaction using a 1-to-5 scale, where 1 represents "not at all
satisfied" and 5 represents "extremely satisfied."

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1.3 Objective
1.3.1 Broad Objective
The broad objective of this report is to fulfill the requirement of BBA program and to apply the
theoretical knowledge in practical working life.
To understand and analyze the theoretical leanings with the real life situation.
To understand the working environment of Beximco Pharma
To evaluate the existing training procedure of Beximco Pharma
To study the operational & administrative activities of Beximco Pharma
To provide the detailed description about the organization.
Finding out the weaknesses of their Training Department.
Suggesting possible recommendations to eliminate those weaknesses to enjoy
a smooth Training policy
To identify the employees attitude towards the Staff Development Division.
Finding out the problems which are commonly facing at present.
To identify the Beximco Pharmas training method.
To identify the employees satisfaction about the training.
To identify about the trainee efficiency.

1.3.2 Specific Objective

To Find the Training Procedure

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 To analyzing Training Evaluation process

To Fine the Performance of the Trainer
To Find Effect on Worker Training
To Find Monthly Certification Status

1.4 Scope of the Study

This research will identify the training assessment of the employees regarding with the companys
training method, training policy, on the working period, trainee output efficiency. This research will
find out the training effectiveness of the employees

1.5 Significance
Training and Development is the importance part of the Human Resource Department. Because
training is ensuring the quality of a product & service. Now a days Foreign buyer are look forward to
maintenance Save and Healthy work environment .That is importance to conduct employee training
session not only for maintenance foreign affair but also our own interest .Training is most powerful
tools for increasing productivity and ensure the higher quality and also reduce the production cost.

1.6 Limitation of the Study

While nothing comes along without problem, I also had to face some problems, which were picked up
below:

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 It was very difficult to collect the information from various personnel for
their job constraint.
Beximco Pharmaceuticals Ltd is very conservative and strict in providing
confidential data.
Communication Gap within higher Management.
There will be not enough information on the Internet.
I will only gather information from HRD of BPL.
To protect the organizational confidentiality some parts of the report are not
in depth

1.7 Methodology
To prepare this report I have collected information from different published. As I worked for Beximco
Pharma, I have done my whole process inside and outside of my companys field. I was tried to
provide some real information in this report about my companies. I had made several interviews with
my Intern Supervisor. I asked them several question regarding their participation in terms of

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developing the business over the year. How they developed their business to this huge success. Most
of the information I gathered for preparing this report based on my observation during my service
period. At first, the project paper has described the organizational background, objectives, scope, and
methodology. Then the most important part of the project paper has been covered. This part is known
as analysis and finding through which mostly the objectives of the project paper has performed.
Lastly, recommendation and conclusion have given.

1.7.1 Population Definition

The population of the research paper is all the employees who are working in Beximco
Pharmaceuticals Ltd in different level. Here a survey study has been conducted for collecting primary
information.

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1.7.2 Research Design

Data Sources
For conducting this research data were collected from the following sources:

Primary Sources

Direct Observations of 50 Staffs (Trainer ,Management Staff)

Practical desk work.
Face to Face conversation with the colleague.
Personal discussion from top level management to junior level management

Secondary Source

Annual Report of BPL 2012

Published documents
Different News paper
Different Magazine
Head office circulars
Some unpublished information
Relevant Statistics and business research
Office files and Documents.

Data collection procedure and instruments

For collecting the primary data, the total fifty (50) Staff (Trainer, Management Staff). A structured
questionnaire (given in the appendix) was used the instruments. Here it is being mentioned that
interviews are with the company Staff (Trainer, Management Staff).

Population
The population of the research paper is all the employees who are working in Beximco
Pharmaceuticals Ltd in different level.

Sampling unit
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In this organization there are many employees. So the sampling unit of the research paper was each
level of employees who are working as Management Level & Non Management Level.

Sample Size
I have done random sampling .I had been selected for survey 50 personnel. Hence, required sample
size for conducting this research project is 50 respondents those who are working in different level in
Beximco Pharmaceuticals Ltd.

Data Analysis
Both of information was done to avoid unrelated and ambiguous responses in this regard the
frequencies and percentages of different variables in various aspects have been represented in
the findings both in the tabular and graphical form. Moreover the respective interpretations
have been given.

Chapter Two
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Organization Part

2. History of BEXIMCO Pharmaceuticals Ltd.

Beximco Pharmaceutical Ltd. is a leading edge pharmaceutical company based in Dhaka, Bangladesh
and is a member of the Beximco Group. The history of pharmaceutical business of the company dates
back to the early 70s, when it started to import market and distribute medicines from world-renowned
companies like Upjohn Inc. of USA and Bayer AG of Germany. Since the very beginning, the
company was highly successful in generating increased demand for its products, which eventually
justified local production. It completed its registration in 1976 and started its operation in 1980 by
manufacturing and marketing licensee products of Bayer AG of Germany and Upjohn Inc. of USA.
After its initial years of struggle, it broke ground with the launching of its own products in 1983. In
1985, BPL was listed in Dhaka Stock Exchange (DSE) as a Public Limited Company. The journey
continued and barrier after barrier were crossed, challenges were faced and overcome to transform

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BPL into what it is at presentIt manufactures a range of dosage forms including tablets, capsules, dry
syrup, powder, cream, ointment, suppositories, large volume intravenous fluids, metered dose inhalers
etc. in several world-class manufacturing plants, ensuring high quality standards complying with the
World Health Organization (WHO) approved current Good Manufacturing Practices (cGMP).
Beximco also contract manufactures for major international brands of leading multinational
companies.
Beximco has a strong market focus and is anticipating continued future growth by leveraging business
capabilities and developing superior product brands and markets. In particular, it is very interested in
developing a strong export market in USA and Europe. To meet the future demand it has invested over
US 50 million dollar to build a new state-of-the-art manufacturing plant, confirming to USFDA and
UK MHRA standards. This new plant will also offer contract-manufacturing facility to leading
pharmaceutical companies, especially from Europe and US.

2.1

BEXIMCO PHARMACEUTICALS LTD.

(AT A GLANCE)
COMPANY PROFILE
NAME

BEXIMCO PHARMACEUTICALS LTD.

YEAR OF EASTABLISHMENT

1976

COUNTRY OF INCORPORATION

BANGLADESH

COMMERCIAL PRODUCTION

1980

STATUS

LISTED PUBLIC LTD. COMPANY

BUSINESS LINES

MANUFACTURING AND MARKETING OF

PHARMACEUTICALS FINISHED.

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MAIN COUNTRY OF OPERATION

SLOGAN OF THE COMPANY

BANGLADESH
Heres to life

AUTHORIZED CAPITAL (TAKA)

9,100,000

PAID UP CAPITAL (TAKA )

2,517,678

TOTAL ASSSET

23,033,340,533

INVESTMENT

34,51,276

EQUITY

17,128,128

NUMBER OF SHARES

251,767,810

STOCK EXCHANGE LISTINGS

DSE AND CSE

NUMBER OF EMPOYEES IN BANGLADESH

2700 MEMBERS

Table 2.0: Company Profile

2.2 Mission
We are committed to enhancing human health and wellbeing by providing contemporary and
affordable medicines, manufactured in full compliance with global quality standards. We continually
strive to improve our core capabilities to address the unmet medical needs of patients and to deliver
outstanding results for our shareholder.

2.3 Vision
We will be one of the most trusted, admired and successful pharmaceutical companies in the region
with a focus on strengthening research and development capabilities, creating partnership, and
building presence across the globe.

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2.4

Organization structure

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Figure 2.0: Organization Structure.

2.5 The Footprints Left behind by BPL over time

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1976
1980
1983
1985
1990
1992
1993
1994-1995

Registration of the company.

Started manufacturing and marketing of license products of buyer

AG of Germany and Upjohn Inc. of USA.

Launching of BPLs own products
Listing in the Dhaka Stock Exchange (DSE) as a Public

Limited Company (PLC).

Commissioning of Basic Chemical Unit.
Started export operation with Active Pharmaceutical Ingredients

(APIs).
First export market operation with finished pharmaceutical

products.
Achievement of National Export Trophy (Gold) as the first
pharmaceutical company of the country.

1996

Introduction of 20 new products.

Introduction of sustained release dosage form in the market.

1997

Introduction of 12 new products.

Commissioning of Metered Dose Inhaler (MDI) plant and
introduction of suppository dosage form.

Introduction of 15 new products.

Introduction of Metered Dose Nasal Spray.

Introduction of 13 new products.

First pharmaceutical company of the country achieving National

1999

Export Trophy (Gold) for 1994-95

UNICEF approval of BPL as an enlisted supplier.

2000

Introduction of 6 new products.

Contract manufacturing agreement of Metered Dose Inhaler (MDI)

1998

with Glaxo SmithKline.

2001

Introduction of 11 new products.

Introduction of small volume parenteral products (Injectable).

Establishment of Analgesic-Anti-inflammatory plan.

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2002

Introduction of 26 new products.

Won the first prize of ICAB National Awards 2000 for Best
Published Accounts and Reports in Non-Financial Sector Category.
The first Bangladeshi company to supply pharmaceuticals to Raffles

2003

Hospital- the most prestigious hospital in Singapore.

Received National Export Trophy (Gold) for consecutive 2 years
(1998-99, 1999-2000) Won the Silver prize of ICAB National
Awards 2003 for Best Published Accounts and Reports in NonFinancial Sector Category Won a tender to supply Neoceptin R and
Neofloxin to Raffles Hospital of Singapore for the whole years
consumption Introduced Anti-HIV drugs for the first time in

2004

Bangladesh Diversification into Anti-Cancer therapeutic class.

Signed contract with Novartis to manufacture their liquid, cream,
ointment and suppository products under Toll Manufacturing

2005

agreement.
Merger of Beximco Infusions Ltd. with Beximco Pharmaceuticals
Ltd. Admission to Alternative Investment Market (AIM) of London
Stock Exchange (LSE).

2006

Launched CFC free ozone-benign HFA based inhalers as the first

company in Bangladesh.

2007

The US FDA standard oral solid plant commissioned

2008

Become the first Bangladeshi company to achieve GMP Clearance

from TGA Australia.

2009

Only Bangladeshi company to receive GMP approval from

ANVISA Brazil.

2010

The only Pharmaceuticals company in Bangladesh to enter the US

market through acquisition Abbreviated new drug application
(ANDA)

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2011

Received GMP accreditation from AGES Austria, only

Pharmaceuticals Company to win National Export Trophy (Gold)
for the fourth time.

2012

First Bangladeshi company to launch Salbutamol HFA Inhaler

(Azmasol) in Singapore.

Table 2.1: The Footprints Left behind by BPL

Also become the first Bangladeshi company to receive export approval to Gulf countries.
Beximco Pharmaceuticals Ltd. Is the first Pharmaceutical Company from Bangladesh to enter into
Latin America

2.6 Board of Director, Executive Committee & Management Committee:

The management of BEXIMCO PHARMA is simply exceptional in comparison to any other listed
companies in this country. It has a blend of professionalism and wisdom, which plays a key role in
managing the champion organization.
A dedicated Management committee and an Executive Committee make sure that BEXIMCO
PHARMA achieves its target with complete proficiency. The committees are:
1. Management Committee
2. Executive Committee

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Page | 18

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2.7 Corporate Governance in Beximco Pharma:

In BPL they always nurture and support good corporate governance. Board of BPL places greatest
emphasis on maintaining the highest standard of corporate governance. As trustee of all the
stakeholders of the company, the board is fully aware of its responsibilities and therefore, endeavors
to safeguard the interest of all concerned. The statement below describes how the principles of good
governance are applied in BPL

Size, Composition and functioning of the Board:

The board of directors is the highest level of authority in the organization structure of BPL. The board
is responsible for the overall direction and is ultimately accountable to the shareholders for the
activities, strategies and performance of the company. Currently, the board of directors of BPL
comprises of 11 members with Mr. A S F Rahman as Chairman and Mr. Salman. F. Rahman as Vice
Chairman. The major concern of the board is to ensure that the overall activities of the business are
conducted responsibly and with focus on long term value creation. The board meets periodically to
transact matters placed before them that require boards approval and/or direction. Board reviews the
overall activities of the business and where necessary, strategic guidelines are given for onward
implementation.

2.8 Major Competitors

Square Pharmaceuticals Ltd.

Incepta
ACI
SK+F
Aristo Pharma
Acme

2.9 Organizational chart

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Organizational chart bearing vital importance for a company, often represented by a schematic
diagram. The organizational chart of Beximco Pharmaceuticals Ltd. is given below,

Board of
Directors

Managing
Director
Chief Operating
Officer
(COO)
DGM
HR &
Administration
Policy farming
&
implementation
Recruitment
Training & Staff
Development
HR Control

GM Operation, QC
& Maintenance
Operation
Quality
Control/
Assurance
Maintenance
Inventory

Manager
(R & D)
Process
Research
Product
Planning &
Development

Chairman
Manager
(Marketing &
Procurement)
Market Research
Input Procurement
Product Selling

Manager
(Accounts & Finance)
General accounts
& MIS
Payroll
Share issues

Figure 2.1: Organizational chart

2.10 Factories
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Beximco Pharma manufacturing facilities are spread across a 20-acre (81,000 m2) site located in
Dhaka, Bangladesh. The facilities comprise of a number of purpose-built plants, including a new Oral
Solid Dosage (OSD) plant. The site includes manufacturing facilities as well as a research laboratory
and a number of warehouses. The plant and machinery of the facilities were designed, produced and
installed by partners from Germany, Switzerland, Sweden, Italy and the United Kingdom, amongst
others.

2.11

Departments of BPL and their activities

Beximco Pharmaceuticals Ltd. is one of the largest Pharmaceuticals Company in the country. So, it
has many operations for each department in the company to fulfill. The departments of Beximco
Pharmaceuticals Ltd. (BPL) are:
Procurement or Planning Department
Purchase Department
Sales Department
Human Resource Department
Finance and Accounts Department
Management Information System (MIS) Department
Multimedia Department
Medical Services Department (MSD)
International Marketing Department
BPL Factory (Works Department

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1. Procurement or Planning Department:

Procurement or Planning Department takes care of the total marketing of the products. It is the core
department of BPL. This department mainly focuses and gives emphasis on the strategies. Major
functions of this Department are:
Preparing product literature and promotional materials for doctor.
Determining the packaging pattern, color, size.
Setting target sales
Conducting meeting with field workers
Issuing budget in consulting with different department
Setting price for each product

2. Purchase Departments:
This department interacts directly with the planning, production, and finance department. Finance
department develops a cash flow budget at the beginning of the year. The sales department fixes the
sales target. According to the demand, Purchase department starts their operations which are
mentioned below in the sequential basis:
Being ordered from the planning department, the department establishes and calculates the
cost of raw materials necessary.
It asks for cash to the finance department.
Decide which product to purchase from the local market and which to import.
It arranges for bidding to the suppliers which involves close interaction with the planning
department.

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3. Sales Departments:
Sales department is forecasting the sales. The major responsibilities of this department are, preparing
the strategies for expense budget through CPM. The main goal of sales department is sales
achievement. The department divided the whole country into 20 regions and assigned 20 Regional
Sales Executives to control sales activities. Main activities of Sales Department are:
Forecasting future sales in consultation with the CPM department.
Recruitment of sales force in consultation with the HR department.
Arrange training for field force.
Handling critical customers.
Ensuring product availability.
Performance evaluation of the sales force.

4. Human Resource Departments (HRD):

The objectives of Human Resource Department (HRD) are Recruitment policy and procedure
Placement of employees
Career planning
Conducting appraisal at the end of each year
Maintaining and developing employees personal files
Safety and security
Welfare activities for employee
Arranging training for the employees

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5. Finance and Accounts Department & Financial Systems Development:

There are three wings under the Finance & Accounts Department. These are Treasury Accounts
Financial Accounting
Management Accounting
i) Core functions of Treasury Wings:
Fund management
Maintaining banking transactions loan and leases
Party payments
Employee payroll
ii) Core functions of Financial Accounting Wings:
Day to day transaction recording
Monthly Reports
Auditing
Handling Tax related matters
Maintaining legal compliance
Maintaining SEC rules
Preparing Financial Reports
iii) Core functions of Management Accounting Wings:
Budgeting
Costing
Internal Reporting

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6. Management Information System (MIS) Departments:

The MIS Department takes care of total automation of BPL. It supports the hardware and software
network of the company and the factory. This department provides services through SNA Server, WIN
NT Server, and SQL Server. BPL operational headquarters is linked to the corporate headquarters
through fiber optic cable. The department also established a Wide Area Network (WAN) with the 12
depots around the country. MIS department develops the access Control & attendance monitoring
System internally.

7. Multimedia Departments:
BPL is the only pharmaceutical company that has a Multimedia Department. This is helping in the
product promotion. It designs medical videos for the doctors. Major functions of the Multimedia
Department are:
Web page designing.
Developing multimedia presentation for presentation programs.
Making videos of conferences, meeting etc.
Designing the cover page of annual report.
Making video for products.
Making video for company.
Keeping the records of annual meeting and other meeting.
Copying literature, promotional tools, and medical in CDs to gift it to doctors.

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8. Medical Services Department (MSD):

This department is a unique department in this industry as BPL established this first ever in order to
create easy relationship through using the professional linkage with the doctors, the ultimate customer
of the pharmaceutical companies. It arranges seminars on different issues such diseases and their
cures in different parts of the country. It publishes a special Medical Newsletter quarterly and sends
the current issues to the enlisted doctors at free of cost .

9. International Marketing Departments:

In 1991, the company took the challenge to venture into the international arena. At first it started
exporting only formulation products. Then in 1996 this company first started exporting their finished
goods. This department is concerned with the international promotion and marketing of BPL finished
products and basic chemicals.

10. BPL Factories (Works Department):

Beximco Factory Complex (a manufacturing plant in Auspara, Tongi, and Dhaka) has 7 acres of land
and a total covered space of 160,000 sq. ft. Total manpower I n the factory complex is 450. It has
three different types of plants:
Raw materials Plants: Produce raw materials of Plants.
Basic Chemical Plants: Produces raw materials of Antibiotics.
Beximco Infusions Ltd.: Produces Intravenous (IV) Fluids.

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2.12 Emergence of Beximco Pharmaceuticals Ltd.

The company was incorporated in 1976 under the Public Limited companies act Bangladesh. After
getting their certificate they start their journey. Authorize Capital 9100 Million Taka.

2.13 Product
2.13.1 Block Buster product:
Napa

Highest selling drug in Bangladesh Pharmaceutical Market in terms of

Neoceptin-R

unit.
Highest selling drug in Bangladesh Pharmaceutical Market in terms of

Bextrum / Bextrum Gold

value.
Emerged as the most admired & highest selling nutritional supplement

Amdocal

in Bangladesh Pharmaceutical Market in just one year.

Highest selling cardiovascular drug in Bangladesh Pharmaceutical

Tofen

Market in terms of value.

Highest selling oral anti-asthma drug in Bangladesh Pharmaceutical

Azmasol

Market in terms of value.

Highest selling Metered

Dose

Inhaler

brand

in

Bangladesh

Pharmaceutical Market in terms of value.

Table 2.3: Block Buster product

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2.13.2 Demandable Products of BPL:

Products
Napa
Amdocal
Tycil
Arixon
Intracef
Neoflox
Atrizin
Pedemin
Filmet

Therapeutic class
Paracetamol
Angina & ischaemic
Antibacterial
Antibacterial
Antibacterial
Antibacterial
Antibacterial
Antibacterial
Antiprotozol

Table 2.4: Demandable Products of BPL

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2.13.3 Hi- Tech Products of BPL

Inhalation Aerosol
Aeronid inhaler
Azmasol Inhaler
Azmasol Refill can
Bexitrol Inhaler
Decomit 100 Inhaler
Decomit 200 Inhaler
Ipramid Inhaler

Suppository
Napa 125 suppository
Napa 250 suppository
Napa 500 suppository
Ultrafen 12.5 suppository
Ultrafen 50 suppository

Nasal spray
Nazolin Nasal spray
Decomit Nasal spray

Table 2.5: Hi- Tech Products of BPL

2.13.4 Glimpse of new products introduce:
NapaDole
Dinovo
Acifix
Glipita M
Cleven
Xalaprost

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2.14

Achievements of Last years

Achieve highest sales growth among the top ten pharmaceutical companies( IMS 2012)
Received EU GMP accreditation for OSD and Ophthalmic facilities
Registered 48 new products & 8 countries including New Zealand, Azerbaijan, Kuwait,
Singapore, and Colombia
Become the only pharmaceutical company to win National Export Trophy (GOLD) for the
fourth time.
Introduce 40 new generics in 55 different dosage forms and strengths
Launched combination therapies: NapaDol (paracetamole+tramadol, Dinovo (Naproxen+
Esomeprazole) & GlipitaM (sitahliptin + metformin) for the first time in the Bangladseh.
Launched operation of Dry Powder Inhaler (DPI) and Prefilled Syringe (PFS)
Took up a major corporate rebranding initiative

2.15 Logo of the Company

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Chapter Three
Body part
Task of HRM Department

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3. Human Resource Department

HRD is the innovative impression now a day for an organization. HRD obviously deals with the
working people. It works to develop employees behavior, personal skills, abilities organizational and
individual goals and encouraging People to be productive and satisfied employee. Some of the
companies in Bangladesh doing HR activities smoothly, Beximco Group are one of them. Beximco
Group is a big organization having 8 divisions all over the country covering all the important
locations. Beximco Pharmaceutical Ltd which is under Beximco Group has almost 2700 employees.
HR activities are necessary for BPL, as a pharmaceutical organization- BPL deals with the different
employees with the various departments, and many people working there. Thats why successful
implementation of HR activities is very much needed.

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Hierarchy of HR Department

Mr. Arshad Bhuiyan

Sr. Manager, HR

Chowdhury Razzak
Haider
Sr. Asst. Manager, HR

Sohana
Momtaz
Chowdhury
Sr. Officer, HR

A.I.M.
Moniruzzaman
Officer, HR

Sharmin
Sultana
Sr. Officer,
HR

Mohammad
Sajidul Alam
Officer,HR

Shoeb Ahmed
Chowdhury
Sr. Officer,
HR

Hasan-Al-Sajid
Officer, HR

Syeda Adiba
Hossain
Officer, HR

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Figure 3.0: Hierarchy of HR Department

3.1 The objectives on HRD

The organization has right number and kinds of people.

Effectiveness of procedure for recruiting, placement, career planning, training and

development,

and promoting all level of employee.

Appropriateness of reward system for motivating and changing employee.

A work environment that minimize absenteeism and keep turnover at a desirable level.

Implications for the future demand of HR.

Beside these activities HRD also conducts some other important tasks which are given
below:

HRD performs administrative function (maintenance and protocol services).

HRD can take legal action for misconduct (theft, fraud, dishonesty, habitual late attendance,
habitual negligence or neglect to work) of employee.

HRD has provided various facilities (washing facilities, canteen, shelters or rest room) for the
employee.

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3.2 Responsibility of manager of HRD

Sr. HR manager carry out some assignment. These are given below

Responsible for the whole activities of HRD.

Implement HR strategy smoothly and properly.
Organize the monthly meeting at the end of the month.
Attend the monthly and quarterly meeting with the top management.
To ensure the smooth work environment for the employees.
To measure yearly performance appraisal for the employee.
Check out any sort of periodical report and signed whenever necessary.
Maintaining overall monitoring and control system.

3.3 Responsibility of officers of HRD:

HR officers recruit MPE and officers.

They review organizational structure.
They maintain employees personal file.
They prepare job description for the employee.
They provide safety and security for the employee.
They also maintain attendance and leave for the employee.
Providing training to the employees

Beside these officers do some other extra work when needed and required.

3.4 Human Resource Manual of Beximco Pharmaceuticals Ltd.

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 Recruitment.
Training.
Performance Appraisal
Development.
Motivation
Benefits and Rewards
Company Safety Policy
Job analysis.
Selection.
Compensation

3.5 Recruitment and Selection process

BPL looks for top-caliber people who want the flexibility and resources to grow in their career. If
you're the kind of person who has always stood out, we offer a place where you can continue to shine.
No matter what your field or range of interests, there are vacancies where your talents can likely be

Page | 37

applied and developed. They have thousands of diverse people from different cultures and
backgrounds working in a variety of different jobs indifferent fields

Merit is the sole criteria for selection.

Attitude is given as much weight age as functional competencies.

Panel interviews comprising of Functional Head & HR Head.

Sources for recruitment are through campus, consultants, employee referrals, internal job
postings and the internet.

Antecedent verification is an integral part of our recruitment process.

Medical fitness is pre-requisite for all positions.

Provide equal opportunity employer and do not discriminate on the basis of race

3.6 The Recruitment Process

Organization

Vacant of New Position Occurs

Applicant
Received Education and
Chose Occupation Occurs

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Perform Job Analysis and

Plan Recruiting Effort

Acquire Employment
Experience

Generate Applicant Pool

Via Internal or External
Recruiting Methods

Search for Job Openings

Apply for Jobs

Evaluate Applicants via
Selection Process
Impress Company during
Selection Process
Impress Applicants
Evaluate Jobs and Companies

Make Offer

Accept or Reject Job Offers

Figure 3.1: The Recruitment Process

3.7 Training and Development program of BPL:

3.7.1 Training:
Page | 39

A learning experience in that it seeks a relatively permanent change in an individual that will improve
his or her ability to perform on the job. To make training a success, a trainer should take care of the
following points:

Make learning meaningful.

Make skills transfer easy and
Motivate the learner

3.7.2Employee Training Method:

1.

On-the-job Training:

On the job training is a training that shows the employee how to perform the job and allows him or
her to do it under the trainers supervision. On the job training is normally given by a senior employee
or a manager like senior merchandiser or a manager. The employee is shown how to perform the job
and allowed to do it under the Trainers supervision.

Advantages:

Relatively inexpensive
Trainees learn while producing
No need off-site facilities

2. off-the-job Training: It includes:

The Case Study Method: Here the manager is presented with a written description of
an organizational problem to solve in a discussion with other trainees.

Management Game: The manager presented with a computerized decisions regarding

but simulated situations.

Outside Seminars: Many organizations now are using this popular method on various
aspects of business and management.

Behavior Modeling: It involves the Modeling-Role playing-Social reinforcementTransfer of training.

3.7.3Employee Development Method:

Managerial On-the-Job Training: The development of employees abilities can take place on the
job. It includes:

Page | 40

Job Rotation: It involves moving a trainee from department to department to increase

their understanding of all parts of the business and test their abilities.

Coaching Approach: The trainee works directly with a senior manager or with the
person they are to replace

Action learning: Here the management trainees are allowed to work full-time
analyzing and solving problems in other departments.

3.8 Performance Appraisal:

At BPL appraisals are done by the Self-appraisal system. Goals are set by participative management
approach and performance is evaluated quantitatively against those previously set objectives.
Managers appraise the performance of their subordinates through 5 points Graphic Rating Scale. The
total appraisal process is completely transparent to everyone within the organization.

for unsatisfactory

for marginal

for target

for superior

for outstanding

3.9 Development:
Page | 41

BPL must ensure employees job involvement by providing various types of training and development
programs, internal and external workshop, seminars, conferences, etc. the recent days job become
more dynamic so that employees should be proper skilled match with the present environment. BPL
arranges the development programs for fulfillment of top level vacancy.

3.10 Motivation:
The advantage of having a Management by Objective (MBO) system is that everyone becomes Selfmotivated. Everyone is motivated to achieve, to perform. The only challenges is to keep the
employees moral high in times of failure.

In BPL, one of the tasks of the management is

counseling. Managers are there to help the employees to achieve the goals, which in turn keep the
employees motivated.
Apart from creating a healthy working environment and ensuring employee empowerment, BPL
offers a number of benefits to keep them motivated. The benefits offered by the company are given
below:
1. Education costs of the children.
2. Permanent job facility
3. Leave facilities
4. Yearly Employee Awards
5. Promotion
6. Foreign Travel with Family Offers
7. Share from revenue etc.

3.11 Benefits and Rewards:

Indirect

financial and non-financial payments

employees

receive for continuing their

employment with the company. There are several types of benefits:

Supplemental Pay Benefits

Page | 42

Insurance Benefits

Vacations and Holidays

Sick Leave

Parental Leave and Family Leave

Medical Leave

Retirement Benefits

3.12 Company Safety Policy:

It comes from the group chief executive to adapt in all the country. The local Encounter signs the
policy for each individual country and the copy of the policy is circulated to all the levels in the
organization. So it is the duty of all the employees to emphasize on safety. There is an Oath in BPL,
Bangladesh

regarding

safety.

That

is

SAFETY FIRST QUALITY MUST.

The safety

policy of BPL, Bangladesh safety health and environment management which is signed by the CEO
carries certain messages for us. It complies with the local safety laws of Bangladesh. One important
issue of this policy is DUTY OF CARE. It can be described as not to do any things that may cause
risk to others, properties even to me and also let other not to do even that may hazardous to him only.
There is another planning for emphasized on safety. Safety aspect may include in every one s KPI &
CSF. There are some other important points of the policy that we should care and implement in
our daily work. The copy of the safety policy is attached herewith for the ready reference.

3.13 Job Analysis in BPL:

BPL accomplishes personal job analysis job analysis is a very much needed things of BPL. Job
analysis preserve employees adequate informations and analyzes them and helps to make decision
promoting, training, operating and compensating employees.

3.13.1 Job Description and Job Specification:

Job description is a legal document. It focused on job. BPL preserve a written narrative description
which included with the activities performs in the job information about the requirement working

Page | 43

condition under job is performed. BPL also has done job specification focused on employee. It is
specifies employees skills, abilities, behavioral pattern and other personal characteristics.

3.13.2 Sources of Job Data:

There are human and non-human sources for collecting job data are available here in BPL. When
doing the job analysis within the short time period BPL uses non-human sources. But when the time is
available then BPL goes for human sources for data collection.

3.14 Selection:
Selection process for assessing job applicants follow HR Planning and Recruitment. The main
objective is to peak up the individuals who will do well on the job.

3.14.1 Selection Process/Procedures:

BPL follows selection process which is stated below3.14.2Decision Making Approach in Selection Process:
BPL usually uses hybrid approach for selection process. It consistent with the Multiple Hurdle
Approach as well as Profile Matching approach. Every employee should pass each stage before going
to the next step. Here at each stage selection is made. In a profile matching approach there is a
standard criterion of a successful employee that should point out for each candidate. Those who
cover-up most of the requirement he become selected for the job.

3.14.3 Selection Devices/ Tools in Selection Process:

There are many selection devices use in the organization. Such as- application blank, weighted
application blank, bio-data, interview, physical test, etc. BPL follows 3 main aspects used in selection
process which are stated below-

1. Interview:
A widely use device for the selection process is to take interview. BPL also follows this method.
Interview has 3 categories- unstructured, semi- structured or cone approach, and structured
interview. BPL mostly use structured and semi- structured for their aggregate level employees. It
also uses semi- structured and unstructured for experienced mid-level management employees.
In a structured interview all question asked by same sequence. It has a degree of reliability. In
semi-structured or cone approach some questions are asked from the specific subjects. When an

Page | 44

interview doesnt plan the questions or their structured is named as unstructured interview. It has
low degree of validity.

1. Physical Testing:
Physical testing is part of selection process. It is essential for blue collar employees. In BPL
accomplish physical testing for all type of employees. Although it is an expensive decision but
BPL is committed to do physical testing for ensuring employees sound health.

3.14.4 Managerial Job Selection System:

Managerial job is a vital post for each and every organization. When an organization select a person
for managerial job to be identify himself accurately. They need to do mental ability test and
personality test by assessment center. Assessment center has some characteristics. BPL follows those
characteristics.

BPL evaluated a manager by giving them assign job,

situational problems,
role-playing decision makes,
Case study,
Management games, etc.

It has a high validity and it can also predict both long and short-term success and advancement in
management position. BPL doesnt recruit new or fresh graduates for managerial post. It recruit at
least 5 years experienced employee for managerial post

3.15 Compensation:
Compensation is a system consists of getting together money, goods and services which is taken by
the personnel offering by the employers or organization. Compensation is a set of benefits added with
the employees basis salary.

3.15.1 Compensation System of BPL:

Compensation works as a motivation tools for the employees. BPL maintains a sound compensation
system for their employees. BPL setting an appropriate planning for compensating personnel. So that
compensation system fulfill their personnel need. Sometimes it exceeds employees expectation. As a
local renowned pharmaceutical corporation BPL maintaining compensation properly because it may
assist to create flexible working environment, raising productivity that brings result on higher returns.

3.15.2 Components of Compensation System:

Page | 45

BPL naturally follows the two types of compensation components Direct Compensation Component:

In a direct compensation BPL provides

Basic Payment
Individual Incentive Payment
o Festival Bonus
o Medical pay
o Home alliances
o Gratuity

Indirect Compensation Component:

In an indirect compensation DBBL provides
o
o

Group Life Insurance

Lunch / Meal allowance

Chapter Four
Literature Review Part
Page | 46

Training and developing system of Beximco

Pharmaceuticals Ltd.

4. Training & Development:

Training is a learning experience in that it seeks a relatively permanent change in an individual that
will improve his or her ability to perform on the job. Training can improve the changing of skills,
knowledge, attitudes, or social behavior. It may mean changing what employees know, how they
work, their attitudes toward their work, or their interactions with their co-workers or their supervisor.
Every organization needs to have will-trained and experienced people to perform the activities that
have to be done. Job conduct training is very much emphasizing on job performance. BPL
consequently has given priority of training and development to the employee. So that BPL introduced
training wings as a separate department.

4.1 Why Training is needed in BPL:

The first step in the design and development of a training program is finding out the people to be
trained and the type of training they need. For planning to undertake a training need assessment
Exercise Company should answer the following questions:

What information we need?

Who will give the information?

Page | 47

Where to get the information?

What methods to use for gathering the information?
What will be the final summary or interpretation will look like?

Training is basically imparted solve significant problems per taming to employee performance at
work. The word need implies that something is lacking- there is a shortfall somewhere. The word
training further implies that this lack can be supplied by systematic training. If can, thus, be said that
a training need exists when the application of systematic training will serve to overcome a particular
weakness.
Training need analysis is a process of obtaining pertinent information with a view to determining
whether particular performance problem is responsive to training. From information thus obtained
will help us to identify the gap between the desired level of performance and actual level of
performance. BPL conducted training programs for the improvement off well fresher as well as the
existing employees. Training is the essential part for the managerial job for their development.
Though training employees will be able to cope with the adjusted work environment. This will bring
into feasibility workforce, personal skills development, adjusted with the working environment, etc.
thats why training is very much needed for BPLs employees. It is done for both theoretically and
practically improve trainees skills.

4.2 Objective of the Training

Increase the effectiveness of the employee.

Make individual employee more efficient in his/her work
Bring consistency in job execution
Help the employees in their career development .in other word it paves the path of
individual growth
Increase overall organizational effectiveness.
Improve the Quality

Page | 48

 Improve The overall organization performance

Minimization the accidence and Injury
Increasing awareness about safety and Health
Introduced overall Organization
Introduced overall Organization Rule Regulation
Introduce the Management Personnel of the Organization

4.3 Training requisition

Once a new worker is requited a training need I identified by the department and a training requisition
form signed by the department head is to be filled out and forwarded to the training department within
15 days of his joining date. Requester specifies the tentative training start date and the trainer to be
appointed for the training thought it all depends on the trainer availability. Note that a trainee cannot
be the requester of the training.

4.4 Training procedure:

Training need analysis

Select Resource Person

Preparing Training Calendar

Conducting Training Session

Evaluation of Training ,Trainee

Page | 49

Documentation

Retraining

4.5 Organization Training Plan

Organization training plan reflects all the training needed for its employees at different level.
This is normally done on annual basis. It includes training for different level of management
as well as the work people. It is mainly dependent on the organizational policy. Thus the top
management must be involved in designing organizational training plan.
A training plan is relatively easy device to supervisor to determine training need and
priorities. Supervisors who have many jobs in their department may wonder where to start
training, on which job, and for which people.

The key issues to be considered for preparing a training plan are:

Whether any training in necessary
For whom the training is needed
How the train the people
Who will train Where to train the people
The time frame needed
Resources required for the training etc.

4.6 Methods of Training:

BPL Conducted training by utilizing some types of methods. These are given below-

4.6.1 On-the-Job Training (OJT):

On the job training is a training that shows the employee how to perform the job and allows him or
her to do it under the trainers supervision. On the job training is normally given by a senior employee
or a manager like senior merchandiser or a manager. The employee is shown how to perform the job
and allowed to do it under the Trainers supervision.

4.6.2 off-the-Job Training:

Page | 50

The Case Study Method: Here the manager is presented with a written description of an
organizational problem to solve in a discussion with other trainees.

Management Game: The manager presented with a computerized decisions regarding but
simulated situations.

Outside Seminars: Many organizations now are using this popular method on various
aspects of business and management.

Behavior Modeling: It involves the Modeling-Role playing-Social reinforcement-Transfer

of training.

4.6.3 Job rotation

Job rotation is a training that requires an individual to teach several different some in a

work

Unit or department and performer each job for a specified time period. In job rotation
Individuals learn several different jobs within a work unit or department. One main advantages of job
rotation is that it makes flexibilities possible in the department. When one employee like junior
employee absence another employee can easily perform the job.

4.6.4 Classroom training

Classroom training is conducted off the job and probably the most familiar training method. It is an
effective means of imparting information quickly to large groups with limited or no knowledge of
subject being presented. It is useful for teaching factual material, concepts principle other theories.
Portion of orientation programs, some expects of apprenticeship training and safety programs are
usually presented utilizing some form of classroom instruction. More frequently however, classroom
instruction is used for technical, professional and managerial employee.

Page | 51

4.7 Evaluation after Training:

In common parlance, evaluation is the objective assessment of the past to facilitate better forecasting
and controlling of the future. In the context of training it is used to determine the effectiveness of a
training program. Evaluation is whatever language it is defined should involve the following
elements:
Evaluation is a planned process.
It aims at improving the knowledge and skill of the participants, changing his behavior in the
organization improving other new result areas of the organization such as cost of production,
absenteeism and turnover rate as well as taking decision about the desirability, nature and content of
future training.
It involves collection of information from the trainees (on both pre-training and post training
situation), from his superiors, his subordinates and peers.
Training is evaluated in terms of objectively variable standards or criteria.

Training Need
Assessment

Feed Back

Annual Training
Plan

Pre departure
Questioners

Program
implementation
Page | 52

Training
Effectiveness
Analysis

Periodic reviews
Adjustment

Post Training
Questioners

Figure 4.0: Training Evaluation Process

4.8 Training Budget:

Training budget is also very important for implementing an effective training program. The quality of
the training should be given priority in preparing the training budget. All the items necessary for
maintaining a good learning environment should be taken into consideration in the budget. For cost
effective training program all cost items are to be brought under the budget. The source of funding
may be different. In-house training may not need to pay subsistence allowances but must include the
cost of food. The cost of items should be realistic as far as possible.
The budget will help the management to look into the ultimate benefit of the investment made for the
training program.

4.9 Different Instructional Methods of Training:

There are many instructional methods, and many more variations and combinations of such methods
which could be used to achieve training objective. An attempt has been made to briefly survey the
important methods which are:

Lecture Method
Tutorial Method
Demonstration Method
Lesson Method
Group Discussion Method
Project Method

Page | 53

Case Study
Role Playing
Computer Assisted Instruction

4.10 Training Goals:

BPL goals of the training program should relate directly to the needs determined by the assessment
process outlined above. Course objectives should clearly state what behavior or skill will be changed
as a result of the training and should relate to the mission and strategic plan of the company. Goals
should include milestones to help take the BPL employee from where he or she is today to where the
firm wants him or her in the future. Setting goals helps to evaluate the training program and also to
motivate employees. Allowing employees to participate in setting goals increases the probability of
success.

4.11 Other Training Activities:

Students of various universities are placed as Interns in different departments.

Significant number of students completed their In-Plant Training in BPL.
Coordinating factory visit for different government and Institutions.
All newly joined executives go through a structured Orientation Program.
We conduct health, Hygiene & different awareness program for our colleagues.
We conduct training on different compliance parameters for our factory colleagues .

Page | 54

Chapter five
Actual Task Part

Page | 55

5. Actual task done by me

I learn from Beximco Pharma many things. I did much work there. These are given bellow:

Personnel Profile update: Update employees and workers personal information file. Storing all
papers according to employees id, name, designation & current date.

Performance Appraisal: Calculating the rating of the employees given by the supervisor on the
yearly performance appraisal form provided by the company.

ID card Making: Beximco Pharmas HR department made their employees id card. I made some
id card.

File making : Beximco Pharma maintain different colors of file for different department. I also
made that file.

Organize the file in shelf: Organize the file in the shelf of different department. Different colors
file in different shelf.

Assisting in interview: Assist HR officers to take interview. (Written test)

Page | 56

5.1 Budget
In the internship period from 1th April to 31thJuly, 2013 in this three month I have to spend this amount
of money shown in the belowName
Transportation cost(3) Monthly 1500
Lunch (3) monthly 1000
Printing
Others
Total

Tk
4,500
3,000
1500
1000
10,000

Table-5 Internship Budget Information

Page | 57

5.2 Sabrina Akter works at Beximco Pharma:

Page | 58

Page | 59

Chapter Six
Research Part

Page | 60

6. Population Definition

Type of research: Descriptive

Population: Total 2700
Elements: Beximco Pharmaceuticals Ltd.
Extent: Beximco head office, Dhanmondi , Bangladesh.
Duration: 1th April 2012 31th July 2013.

6.1 Data Source

Primary Data:
Primary data collection was attained through a structured questionnaire survey on
Crown industries employees.
Research Approach

Survey

Research Instrument

Questionnaires with Structure question

6.2 Sampling Plan

Sample Unit:
Employee of Beximco Pharmaceuticals ltd.
Sample Size:
50 Employees
Sampling Procedure :
Probability Sampling
Simple Random Sampling.
Contract Method
Questionnaire Survey.

6.3 Data Analysis

Both of information was done to avoid unrelated and ambiguous responses in this regard the
frequencies and percentages of different variables in various aspects have been represented in the

Page | 61

findings both in the tabular and graphical form. Moreover the respective interpretations have been
given.

6.4 Data collection procedure and instruments

For collecting the primary data, the total fifty (50) Staff (Trainer, Management Staff). A structured
questionnaire (given in the appendix) was used the instruments. Here it is being mentioned that
interviews are with the company Staff (Trainer, Management Staff).

6.5

HYPOTHESIS DEVELOPMENT
Training & Development Process of Beximco Pharma.

1. HA: Training is necessary for Beximco Pharma.

Page | 62

2. HA: Training and development process is important for enhancing performance and quality.
3. HA: Training delivery process of Beximco Pharma is crucial for employees to understand
4.
5.
6.
7.

responsibilities.
HA: Training & Development Process Parameter is an important part of HRM.
HA: On the job Training is better than class room training.
HA: Training process relates productivity & quality.
HA: Beximco Pharmas Training Delivery Process is Effective Enough for Employee

sDevelopment.
8. HA: Proper Training Process increases employee performance at Beximco Pharma.
9. HA: Training and Development Process is instrumental in performance appraisal management.
10. HA: Training Process helps Management to create multi skill goals for Beximco Pharmaceuticals Ltd.

6.6 Hypothesis Testing

Responses
5=Strongly Agree

H1

15

H2

H3

H4

H5

H6

H7

H8

H9

H10

29

31

23

26

19

10

10

Page | 63

4=Agree

25

10

17

20

12

20

20

20

26

3=Neither Agree nor

16

1=Strongly Disagree 0

14

Total

203

211

212

205

139

206

162

201

173

177

Average

4.06

4.22

4.24

4.1

2.78

4.12 3.24

4.02

3.46 3.54

Standard Deviation

0.78

1.13

1.17

1.11

1.37

1.15 1.22

1.05

1.24 1.32

Z-test value

14.05

10.76

10.51

10.19

1.73

9.93 4.30

10.27

5.48 5.57

Disagree
2=Disagree

* Sources: Questionnaire Survey

Table 6.0: Summary of the respondent

6.7 Graphical Representation

1 .HO : Training is not necessary for Boximco Pharma

HA : Training is Necessary for Boximco Pharma

Page | 64

Here,
Ho

: =2.5

HA

: >2.5

=50

Here X

=4.06

=0.78

Z cal

= ( X -)/ ( /n) =14.05

Fig: 6.7.1 Respondents views Training is necessary for Beximco Pharma
.

At 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, it can be said
that Training is Necessary.

2. H0: Training delivery process is not crucial for employees to understand responsibilities
HA: Training delivery process is
crucial for employees to understand
responsibilities

Page | 65

Here,
Ho

: =2.5

HA

: >2.5

=50

Here X

=4.22

=1.13

Zcal

= ( X -)/ ( /n) =10.76

Fig: 6.7.2 Respondents views Training and development process
Is important for enhancing performance and quality.

At 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, training is
necessary at work of Beximco Pharma.

3. H0: Training delivery process of Boximco Pharma is not crucial for employees to
understand responsibilities
HA: Training delivery process of Boximco Pharma is crucial for employees to understand
responsibilities

Page | 66

Here,
Ho

: =2.5

HA

: >2.5

=50

Here X

=4.24

=1.17

Zcal

= ( X -)/ ( /n) =10.51

Fig: 6.7.3 A Respondents view of Training delivery process is crucial for
Employees to understand responsibilities.

At 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, it can be said
that Beximco Pharmas training is helpful for new employees.

4. H0: Training & Development Process Parameter is not an important part of HRM
HA: Training & Development Process Parameter is an important part of HRM

Page | 67

Here,
Ho

: =2.5

HA

: >2.5

=50

Here X

=4.1

=1.11

Zcal

= ( X -)/ ( /n) =10.19

Fig: 6.7.4 A Respondents view of Training & Development Process
Parameter is an important part of HRM

At 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, it can be said
that Beximco Pharmas Training & Development is one of the important part of HRM department.

5. HO
HA

: On the job Training is not better than class room Training

: On the job Training is better than class room Training

Here,

Page | 68

Ho

: =2.5

HA

: >2.5

=50

Here X

=2.78

=1.37

Zcal

= ( X -)/ ( /n) =1.73

Fig:6.7.5 A Respondents view of on the job Trainings better than class
room training

At 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, it can be said
that On the job Training is better than class room training

6. H0: Training process does not relate productivity & quality

HA: Training process relates productivity & quality

Page | 69

Here,
Ho

: =2.5

HA

: >2.5

=50

Here X

=4.12

=1.15

Zcal

= ( X -)/ ( /n) =9.93

Fig
: 6.7.6 A Respondents view raining process relates productivity quality

At 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, it can be said
that Beximco Pharmas Training helps to increase output & also ensure quality of employees.

7. H0: Beximco Pharmas Training Delivery Process is not effective enough for Employee
Development
HA: Beximco Pharmas Training Delivery Process is Effective Enough for Employee
Development

Page | 70

Here,
Ho

: =2.5

HA

: >2.5

=50

Here X

=3.24

=1.22

Zcal

= ( X -)/ ( /n) =4.30

Fig:6.7.7 Respondents view Beximco Pharmas Training

Delivery

Process is effective enough for Employee Development

At 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, it can be said
that Beximco Pharma has enough Training practices/programs.

8. H0: Proper training process does not increase employee performance at Beximco Pharma
HA: Proper training process increases employee performance at Beximco Pharma

Page | 71

Here,
Ho

: =2.5

HA

: >2.5

=50

Here X

=4.02

=1.05

Zcal

= ( X -)/ ( /n) =10.27

At 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, it can be said
that proper training in every department will increase the employee performance at Beximco Pharma.

9. H0: Training and Development Process is not instrumental in performance appraisal

Management.

Page | 72

HA: Training and Development Process is instrumental in performance appraisal management.

Here,
Ho

: =2.5

HA

: >2.5

=50

Here X

=3.46

=1.24

Zcal

= ( X -)/ ( /n) =5.48

Fig: 6.7.9 Respondents view Training and Development
Process is Instrumental in performance appraisal management

At 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, it can be said
that Beximco Pharmas Training Evaluation & Certification system is very helpful for employee
increment.

Page | 73

10. H0: Training process does not help the Management to create multi skill goals
For Beximco Pharmaceuticals Ltd.
HA: Training process help the Management to create multi skill goals for
Beximco Pharmaceuticals Ltd.

Here,
Ho

: =2.5

HA

: >2.5

=50

Here X

=3.54

Zcal

=1.32
= ( X -)/ (
Fig: 6.7.10 Respondents view toward that training process help the
Management to create multi skill goals for the organization

At 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, it can be said
that Beximco Pharmas Training help the Management to create multi skill goals for the organization.

Page | 74

Chapter Seven
Findings & Recommendation

7. Findings
Page | 75

a) Training is necessary for all kinds of worker. 50% of the respondents are agreeing with that
training is necessary for all kinds of worker and 30% are strongly Agree 16% are neutral and
4% are disagreed.
b) The statistical analysis of the findings represents that training and development process is
important for enhancing performance and quality. The finding shows that 78% of the
respondents agree that training and development process is important for enhancing
performance and quality, 12% were neutral and 4% disagreed.
c) The study shows that training delivery process is crucial for employees to understand
responsibilities. The finding shows that most of the respondents had agreed that Beximco
Parmas training delivery process is crucial for employees to understand responsibilities, 10%
were neither agree or disagree and 8% disagree.
d) The research shows that Beximco Parmas training and development process parameters are
important part of HRM. Study finding shows that around 80% respondents had agreed that
training and development process parameters are important part of HRM, 8% were neither
agree or disagree and 8% disagree.
e) On the job training and class room training are equal Learning Scope for the worker.
f) The findings demonstrate that training process is correlated with productivity and quality. It is
observed that around 76% responded had agreed that training process is correlated with
productivity and quality, 12% were neither agreeing nor disagree and 8% disagree.
g) The study illustrates that Beximco Parmas training delivery process is effective enough for
employee development. It is also found from study that 54% respondents had agreed that
Beximco Parmas training delivery process is effective enough for employee development,
8% neither agree nor disagree and 32% disagree.
h) The data represents that proper training process increases employee performance at Beximco
Pharma. The finding shows that around 78% respondents had agreed that proper training
process increases employee performance at Beximco Pharma, 12% were neither agree nor
disagree and 6% disagree

Page | 76

i)

It is analyzed that training and development process is instrumental in performance appraisal

management. The study shows that 60% respondents had agreed that training and
development process is instrumental in performance appraisal management, 16% were neither
agree nor disagree and 14% disagree.

j)

The finding supports that training process help management to create multi-skills goals for the
organization. It is analyzed that around 72% respondents had agreed that training process help
management to create multi-skills goals for the organization, 6% were neither agree nor
disagree and 4% disagree.

Page | 77

7.1 Recommendation
It is not easy to recommend some suggestion to enhance the performance level of the organization
during three month practical experience in BPL. I have observed some shortcoming regarding
operational and other aspects. On the basis of my observation I would like to present the following
recommendations:
a)
b)
c)
d)
e)
f)
g)
h)
i)
j)

To keep more budget for training.

Update training system.
To Inspire Trainer and trainee
Update training monitoring system.
Update training facilities.
Update training instruments.
More training for new worker.
Establish more training room.
To more utilize the trainer.
To give the training incentive for the trainee.

7.2 Conclusion
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I have completed my Practicum report successfully by the grace of Allah. Organizational Internship
sends me to the expected destiny of practical life. The completion of the three months Internship at
Beximco Pharmaceuticals Ltd. Beximco Pharmaceuticals Ltd conducts a more informal training
system. Once the employee joins the company, based on previous experience the section Head decides
at what level the new employee will be trained. Upon making the decision, the employee is attached
with an experienced person. This experienced employee becomes the new employees informal trainer
and works under his/her supervision. Once the new employee is trained and feels comfortable on the
job, s/he is given full responsibility to conduct the job function independently without any
supervision. I am enough fortunate that i have got an opportunity of having a training in this
Organization. During the training period I am received co-operation and association from the
authority full & found all man, machines & materials on appreciable working condition. All stuffs &
officers were very sincere & devoted their duties to achieve their goal. Finally i would like to wish
Beximco Pharmaceuticals Ltd. to have a blast & thanks to administration of Beximco Pharmaceuticals
Ltd. for their cordial attitude to me.

7.3 Bibliography
Page | 79

 Dessler , Gary. Training and Developing Employees. Human Resource Management. Ninth
ed. New Delhi: Pearson Education, 2003.
Davis, Newstrom Organizational Behavior Eleven ed.Tata McGraw-HILL, 2006. Raymond,
A.N Employee Training & Development Fifth edition, McGRAW-HILL, NewYork, 2010.

7.4 Web link

http://www.bpl.com.bd.

http://www.abpi.com.bd.
http://www.bpl.com.bd/corporate_info/about.php
http://www.wpa.com.
http://www. wikipedia.com

7.5 Abbreviation

Abbreviated Word

Full Meaning

BPL

Beximco Pharmaceuticals Ltd.

Ltd.

Limited

BBA

Bachelor of Business Administration

Page | 80

CEO

Chief Executive Officer

Admin

Administration

COO

Chief Operating Officer

LCs

Local companies

Dept.

Department

DGM

Deputy General Manager

RMG

Readymade garments

GM

General Manager

HRD

Human Resource Development

HRM

Human Resource Manager

Astt.

Assistance

ID

Information Details

ISO

International Standers Organization

Sr.

Senior

MIS

Management Information System

QC

Quality Control

R&D

Research and Development

CPM

Central Product Management

DSE

Dhaka Stock Exchange

ARV

Anti-Retroviral Drugs

MNCs

Multinational Companies

TPR

Training progress report

MRC

Market Research & Statistical Cell

TM

Training Materials

WHO

World Health Organization

U.K

United Kingdom

USA

United State of America

S.N

Serial Number

cGMP

Current Good Manufacturing Practices

PLC

Public Limited Company

APIs

Active Pharmaceutical Ingredients

Page | 81

OSD

Oral Solid Dosage

MSD

Medical Service Department

7.6 Appendix

A Report On: Training and Development Process of Beximco Pharma.

QUESTIONARIES
(Please rate the following questions at the scale of 1 to 5)
Name: ----------------------------------------------------Age:

21-30

31-40

41-50

51- 60

61-70

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Sex:

Male

Female

(Please tick marks as your desired answer)

1. Do you agree Training is Necessary for Beximco Pharma?

Strongly disagree
Disagree
Neither Agree nor disagree
Agree
Strongly agree

2. Do you agree training and development process is important for enhancing performance and
quality?
Strongly Disagree
Disagree
Neither Agree nor Disagree
Agree
Strongly Agree

Page | 83

3. Do you agree training delivery process of Beximco Pharma is crucial for employees to
understand responsibilities?
Strongly Disagree
Disagree
Neither Agree nor Disagree
Agree
Strongly Agree

4. Do you agree training and development process parameter is an important part of

HRM?
Strongly Disagree
Disagree
Neither Agree nor Disagree
Agree
Strongly Agree

5. Do you agree On the job Training is better than class room training?
Strongly disagree
Disagree
Neither Agree nor disagree
Agree
Strongly agree

Page | 84

6. Do you agree training process relates productivity & quality?

Strongly Disagree
Disagree
Neither Agree nor Disagree
Agree
Strongly Agree

7. Do you agree Beximco Pharmas training delivery process is effective enough for
employee development?
Strongly Disagree
Disagree
Neither Agree nor Disagree
Agree
Strongly Agree

8. Do you agree proper training process increase the employee performance at Beximco Pharma?

Page | 85

Strongly Disagree
Disagree
Neither Agree nor Disagree
Agree
Strongly Agree

9. Do you think training and development process is instrumental in performance

appraisal management?
Strongly Disagree
Disagree
Neither Agree nor Disagree
Agree
Strongly Agree

10. Does Training process help management to create multi skill goals for Beximco Pharmaceuticals
Ltd?
Strongly Disagree
Disagree
Neither Agree nor Disagree
Agree
Strongly Agree

Page | 86

7.7 Pictures and Premises

Factory Premises

Page | 87

Page | 88

Laboratory of BPL

Laboratory of BPL
Page | 89

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Products

Page | 91

Products

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Sabrina Akter works at Beximco Pharma

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Page | 96