Академический Документы
Профессиональный Документы
Культура Документы
TABLE OF CONTENTS
Serial No
Topic
Page No
Title page
Table of Contents
1-2
Letter of Transmittal
Abstract
1.1
Introduction
1.2
Literature review
1.3
Objectives
1.4
Methodology
2.1
About Company
2.2
Vision
2.3
Mission
10
2.4
Goals
10
2.5
Core Values
10
Letter of Transmittal
Date: 08th December, 2013
To
Dr. Muhammad Mahboob Ali
Professor
School of Business
Independent University, Bangladesh
Dhaka.
Subject: Submission of Report on Human Resource Management Practice at Beximco
Pharmaceutical Limited.
Dear Sir,
We would like to thank you for providing us an opportunity to explore our knowledge as well as
helping us throughout our course. This course has given us opportunity to experience one of the
latest and unexplored areas of business in Bangladesh and has expanded our present knowledge
manifold.
This report is a study on Human Resource Management Practice at Beximco Pharmaceutical
Limited. The report contains in-depth review of the Human Resource Management Practice at
Beximco Pharmaceutical Limited.
Please feel free in contacting us if you have any queries. We would be glad to provide any
clarification regarding the project.
Sincerely yours,
2
M. A. JABED KHAN
ID# 0920233
ASSADUZZAMAN MOTIN
ID#1221542
ID#1310053
Abstract
Human organization activity is simply the act of getting people together to accomplish desired
goals. Any organization, whether new or old, small or big needs to run smoothly and achieve the
goals and objectives which it has set forth. For it develops and implements its own Human
Resource Management concepts. As such, the basic functions of HRM, broken down into seven
different areas, allow for it to handle the strategic, tactical and operational decisions for the
organization. The seven functions of HRM are: 1) Planning, 2) Recruiting, 3) Selection, 4)
Socialization, 5)Training and Development, 6) Performance Appraisal, 7) promotion, transfer,
demotion, separation . Beximco Pharma (BPL) is a leading edge pharmaceutical company based
in Bangladesh and is acclaimed for its outstanding product quality, world-class manufacturing
facilities, product development capabilities and outstanding professional services. Its strategic
strengths include strong recognition of brands, highly skilled work force and diversified business
mix. Being a Learning Organization the core essence of Beximco Pharma is its entrepreneurial
spirit in every sphere of its management. In this spirit, the tasks of each managerial function are
carried out through HRM. In this report, we have tried our best to exemplify how the basic
functions of HRM are exercised in Beximco Pharma. We have analyzed BPLs several functions:
planning, recruiting and selection, training and development, performance appraisal and
employee compensation from the view of Theoretical Definition, Practical Application Basic
Principles followed and Technology used in each of the functions. We also discussed the BPLs
goals, mission and vision. This report focuses on the Organizations recruiting process, selection
process, source of recruiting, attracting, method of training, method of developing, compensation
and pay rates of BPL which is very significant from contemporary managerial perspective and
also a key concept of organization theory. We tried to give a thorough idea of the overall
economic and industrial condition, existing competitions in both home and abroad and future
threats of international open marketed. In addition to that, we have recommended some
alternatives in the final segment of the report that we believe, could be helpful for BPL to prevail
over the mentioned challenges
Chapter-1
1.1 Introduction:
Beximco Pharmaceuticals Ltd. (BPL) has been the trendsetter in Bangladesh Pharmaceutical
Market since its inception in 1979. Over the last decade BPL actually rose to a new standard
moving beyond manufacturing quality medicines to win mindshare of patients, physicians,
shareholders, business partners, and communities where we work and live. Our dedication to add
more value to the common wealth of the society compounded by innovative strategies for growth
and diversification, pioneering role in bringing new technology and implementing new ideas, and
commitment for total quality management distills the glory of our success. Today BPL is not
merely a market leader. Most of the products that it actively markets enjoy leadership position
demonstrating incomparable trust of the healthcare professionals. This is the reward for the
outstanding quality of our products- at BPL we never compromise with the quality of our
products so that our fellow citizens can live long, happy and better. BPL is the pioneer in
introducing medical service activities: publishing a full-fledged medical newsletter regularly,
conducting clinical seminars and symposiums to have better understanding of various diseases
and their management. BPL is the first national company who dared to diversify its business into
manufacturing bulk drugs to integrate it self backwards as well as develop the nations pharma
industry. While it would have been relatively easy to diversify the business into consumer
products, BPL chose the harder path with a long-term vision.
BPL is one of the first companies to have an extensively computerized and automated working
environment connecting every corner of the country to the center. Productivity through
connectivity is one of our heritages of progress. BPL is the first company to go beyond the
national boundary, exporting its quality products in overseas markets in Asia, Africa, and Europe.
4
More than that, BPL has probably fulfilled a national aspiration of turning a once import
dependent country into an exporter of quality medicines.
and
training.
HRM is also a strategic and comprehensive approach to managing people and the
workplace culture and environment. Effective HRM enables employees to contribute
effectively and productively to the overall. (Shruti Garg 2009)
3. HRM is widening with every passing day. It covers but is not limited to HR planning,
hiring (recruitment and selection), training and development, payroll management,
rewards and recognitions, Industrial relations, grievance handling, legal procedures etc.
In other words, we can say that its about developing and managing harmonious
5. Training and development are important for all businesses and are particularly critical for
small organizations. Experienced, competent people contribute to both the productivity
and profitability of the company. Remaining competitive depends in large measure on
ensuring that your workforce is trained and up to date with ever-changing skills and
knowledge, especially in todays global economy, in which keeping up with new methods
is so important. (Butteriss, M. 1999)
1.3 Objectives:
Our main objective is to prepare this report to know about the human recourse practice inan
organization. We try to focus on the report about the HR practice in BEXIMCO-PHARMA. The
objectives of the study are as follows:
1.
2.
3.
4.
5.
1.4 Methodology:
To complete our report and reach in a decision we use some method. To collect information we
search internet, read newspaper, and utilize our personal observation. A sit is a report so our data
is secondary data.
Chapter-2
COMPANY OVERVIEW
2.1 About Company:
Beximco Pharmaceuticals Ltd. is a leading edge pharmaceutical company based in Dhaka,
Bangladesh and is acclaimed for its outstanding product quality, world-class manufacturing
facilities, product development capabilities and outstanding professional services. Beximco
Pharma is the pioneer in pharmaceutical export from Bangladesh and has received National
Export Trophy (Gold), the highest national accolade for export, for record three times.
Year of Establishment: 1976
Commercial Production: 1980
Status: Public Limited Company
Authorized Capital (Taka):2,000 million
Paid-up Capital (Taka):1,259.57 million.
Number of Shareholders: Around 66,000
Number of Employees: 2,310
Stock Exchange Listings: Dhaka Stock Exchange, Chittagong Stock Exchange and AIM of
London Stock Exchange.
Business Lines: Manufacturing and marketing of Pharmaceutical Finished Formulation Products,
Large Volume Parenteral, Small Volume parenteral, Ophthalmic Preparations, Nebulizer
Solutions and Active Pharmaceutical Ingredients (APIs).
Overseas Offices & Associates: Australia, Bhutan, Cambodia, Chile, Ghana, Hong Kong,
Indonesia, Jordan, Kenya, Kuwait, Malaysia, Myanmar, Nepal, Pakistan, Philippines, Saudi
Arabia, Singapore, Sri Lanka, Vietnam and Yemen.
2.2 Vision
BPLs passionate effort to achieve excellence in all spheres of its operations and its keen
endeavor to incorporate innovative new technologies into its manufacturing practice puts it ahead
of its contemporaries. Viewing the business as a mean of the social well-being of the investor,
employees and the society and customers is the main vision of BPL. The company makes their
best effort to ascertain the financial wealth and moral gains as a part of the process of the human
civilization. Beximco Pharmaceuticals Limited is committed to contribute to keep the earth
clean.
2.3 Mission
Each of our activities must benefit and add value to the common wealth of our society. We firmly
believe that, in the final analysis we are accountable to each of the constituents with whom we
interact; namely: our employees, our customers, our business associates, our fellow citizens and
our shareholders.
2.4 Goals
BPL has a strong market focus and is anticipating continued future growth by leveraging
business capabilities and developing superior product brands and markets. The company is now
moving to the world market and trying to expand their business worldwide with a good quality
image. Innovation of new products and satisfying the ever-changing need of consumers remains
a top priority goal. Ensuring full effort to enhance shareholders highest returns and growth of
their asset also holds a key goal of the company
2.5 Core Values
Trust and reliability to the products emerged as one of the core values of Beximco
Pharmaceuticals Limited. It maintains quality in manufacturing of products according to the
rules of the WHO. Hiring a competent branch of people who are best in their capacity to serve
the company best, strengthen the BPL function of operation .It also give emphasize on promoting
new products through research and bringing cost efficiency in business operations. Beximco
Pharma believes that it is in the business which deals with human health which makes it more
responsible to keep the highest standards of its products. Through its products it tries to deliver
clear benefits to the patients. Good products, however, are only one side of its expression of
9
commitment. BPL believes its responsibility lies even more in ensuring that the society gets
benefited while it continues to grow.
10
11
real world scenario for personnel needs. They think that the other methods can not give the
accurate situation of the personnel needs. These are basically graphical methods, which can not
measure the actual personnel needs. But managerial judgment method depends upon the change
in productivity, market conditioned.
5.
6.
7.
8.
Internal Source:
There could be a person competent for the required job working within the organization. If there
is, the existing manpower is then shuffled to place the selected person in the new post. If there is
no such person inside the company, then the management goes for the second step.
Job-posting programs:
HR departments become involved when internal job openings are publicized to employees
through job positioning programs, which informs employees about opening and required
qualifications and invite qualify employees to apply. The notices usually are posted on company
bulletin boards or are placed in the company newspaper. Qualification and other facts typically
are drawn from the job analysis information.
The purpose of job posting is to encourage employees to seek promotion and transfers the help
the HR department fill internal opening and meet employees personal objectives. Not all jobs
openings are posted .Besides entry level positions, senior management and top stuff positions
may be filled by merit or with external recruiting. Job posting is most common for lower level
clerical, technical and supervisory positions.
Departing Employees:
13
Employee referrals:
Employee referral means using personal contracts to locate job opportunities. It is commendation
from a current employee regarding a job applicant. The logic behind employee referral is that it
14
takes one to know one. Employees working in the, in this case, are encouraged to recommend
the names of their friends working in other organization for a possible vacancy in the near future.
Employment Agency:
An agency finds and prescreens applicants, referring those who seem qualified to the
organization for further assessment and final selection. An agency can screen effectively only it
has a clear understanding of the position it is trying to fill. Thus it is very important that an
employer be as specific and accurate as possible when describing a position and its recruitment
to an employment agency.
15
The responses to the advertisements are sorted and screened. The CVs as well as the Covering
letters are judged. In the covering letter, the style and language of writing, the emphasis put on
the areas asked for tin the advertisements and the quality of the letter (whether it is specifically
tailored to the advertisement or just a standard response) are the aspects that are judged.
Different weights are assigned to the selection criteria mentioned in the man specification
depending on their relative importance. (forexample, educational institutions like IBA, BUET are
given the highest weight among the localones and the foreign universities of UK, Australia, etc.
are put at par with the best of the country). Based on the presence of these factors to the desired
extent (experience, educational degree, computer literacy, etc.) the cumulative weights for all the
applicants are counted and the short list of a sizable number of the top most candidates is
generated. However, the HR officials also study the CVs with the respective line manager to
check whether any valuable deciding parameter is missed that are mentioned in the CVs. Then
the candidates selected in the short list are called for the written test.
16
17
If the candidate has no problem with the stated terms and conditions of the job and the
organization mentioned and discussed in the final interview, s/he is offered an application blank.
The application blank is a standard format of employee-information that includes all the
information the organization needs regarding the personnel. The candidates has to fill this blank
and submit this to the company along with a CV.
Verbal offer:
The verbal offer of the role to the candidate is given once the medical and reference checks have
been successfully completed. The discussion should cover the following:
Tell the candidate that you would like to offer them the role.
Congratulate them.
Tell them the remuneration package that is being offered, including superannuating.
18
Relatively inexpensive
Trainees learn while producing
No need off-site facilities
Drawbacks:
20
Apprenticeship Training: It traditionally involves having the learner study under the tutelage of
a master craftsperson.
Informal Learning: This learning process is not determined or designed by the organization.
But the organization may ensure it by creating a learning environment in the organization.
Job Instruction Training: Listing each jobs basic task, along with key points, in order to
provide step-by-step training for employees.
Lectures: The most simple and quick way to provide knowledge to large groups of trainees.
Simulated Training: It places the trainee in an artificial environment that closely mirrors actual
working conditions.
Off-the-job Training: It includes:
The Case Study Method: Here the manager is presented with a written description of an
(B) Development:
Any attempt to improve current or future management performance by imparting knowledge,
changing attitudes, or increasing skills. Any effort toward developing employees must begin by
looking at the organizations objectives. The objectives tell us where were going and provide a
framework from which our managerial needs can be determined.
(B1) Employee Development Method Managerial On-the-Job Training: The development of
employees abilities can take place on the job. It includes:
21
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
Technical Training
Management Training
Safety Training
Occupational Health
General Training (Management, Accounts, Sale etc.)
Social Skill Training
Refresher Training
Workers Education Training
Identifying the training needs: What kind of training is needed for how many people to
Multi media
Overhead projector
Flip chart
White board etc.
Time based pay: Daily, hourly, weekly, biweekly or monthly wages and salaries.
Performance based pay: Ties compensation directly to the amount of product the
worker generates.
Step-1
The Salary Survey:
A survey aimed at determining prevailing wage rates. A good salary survey provides specific
wage rates for specific jobs. Formal written questionnaire surveys are the most comprehensive,
but telephone surveys and newspaper ads are also sources of information.
Step-2
Job Evaluation: A systematic comparison done in order to determine the worth of one job
relative to another. Job Evaluation method includes:
1. Ranking: Involves ranking each job relative to all other jobs, usually based on overall
difficulty. There are several steps in this method:
24
Price each Pay Grade-Wage Curves: This curve shows the relationship between the value of
the job and the average wage paid for this job.
Step-5
Fine-Tune Pay Rates: A series of steps or levels within as pay grade usually based upon years of
service.
(C) Benefits and Rewards Package
Indirect financial and non financial payments employees receive for continuing their
employment with the company.
There are several types of benefits:
Pre- employment medical check-up: The selected person before joining has to go
through full medical check-up that guarantees his /her physical fitness to perform the job
successfully. A medical practitioner who uses a physical capability analysis that assesses
the candidate against the physical capabilities documented for each role conducts the
medical check-up. A medical is also appropriate for internal candidates if they are
applying for positions that require different physical capabilities.
25
Medical Facilities: Doctors are arranged to visit each location of numbers of times a
week to provide necessary medical support to the employees. Moreover, the non-
(B) Safeties
SHEQSHES (Safety Health Environment Security)
S
for
Safety
H
for
Health
E
for
Environment
Q
for
Quality
Why Safety and Environment Issues are required? The safety and environment issues are
required because of the following reasons:
Now a day, safety is considered as the most vital issue for all occupation & work situation in all
the developed country of the world. It is very good sign that in our country certain organizations
are also emphasized on safety like other developed country of the world. Safety aspects are also
incorporated with IMMSS Policy i. e., integrated management system & standard. It is
developed from the following standard.
27
Chapter- 3
3.1 Findings
1. There are several methods to predict personnel needs. These are basically graphical
methods, which can not measure the actual personnel needs.
2. Lack of new idea and fresh point of view.
3. Promotion and transfer create dissatisfaction in the mind of employees
4. The sometime HRD manager does not follow the standard promotion policy for the
employees of the organization.
5. The human resource planning of BPL is not standard.
6. External recruitment leads to nepotism & unfairness at BPL.
7. Recruit& hiring people is a huge process consists of different steps, so it is costly and
time consuming.
8. The HRD manager of BPL Company does not analyze the organizational jobs properly.
9. In BPL company both on-the-job and off-the job training method is not work properly
when they give training their employees.
10. Because of improper induction productivity of labors also decreased, which impact
negatively on BPL.
28
3.2 Recommendations:
At the conclusion of the report I would like to say that the BPL, Bangladesh has practiced the
standard human resource management. Here I have some recommendations that identify
avenues for improving the human resource management policies of BPL, Bangladesh.
1. The company should be prepared the standard human resource planning. Because the
success and failure of the organization is highly depend on the proper human resource
planning.
2. The HRD manager should prepare the standard promotion policy for the employees of
the organization. Here it is very much important that the employees should get the
promotion based on the performance not the nepotism, political influence and what so
3.
ever.
The OMR process practiced in the organization is a very effective tool to fill probable
vacancy. The in house circulars within the group also act as a useful device to find the
right person of the right job.
4. The HR Department should look into the matter of consuming more time in the process
of calling the applicants after their responses very seriously. The organization could
control the size of applicants pool by using more clear and specific statements in the ad
in terms of the minimum educational degree, preferred institutions and other necessary
criteria based on which the initial screening of the applications were conducted.
5. BCCP, Bangladesh could participate in the job fairs for their recruitment. A considerable
volume of applications is dropped in the organizations as a result of the exposure created
in the job fairs. The organization can promote its image as a potential recruiter through its
successful participation in the job fairs.
6. The company can recruited also for campus recruiting that could bring a yield of highly
educated fresh-starters for the entry-level the organization could arrange seminars in the
top business schools country. Also the company should facilitate online CV-posting
29
system that is a very popular and effective practice used by the top business
organizations.
7. The company should follow both on-the-job and off-the job method training when they
are training their employees.
8. The HRD manager of the company should be analyzed the organizational jobs properly.
Because job analysis serves the cornerstone of all human resource functions in an
organization. Side by side the HRD manager should evaluate the different positions of
employees in the organization in order to establish the well conceived for pay-structure.
9. The HRD manager should prepare the standard promotion policy for the employees of
the organization. Here it is very much important that the employees should get the
promotion based on the performance not the nepotism, political influence and
whatsoever.
10. The HRD manager should established the standard pay structure for the employees of the
organization in order to reduce the high turnover of employees.
3.3 Conclusion
Pharmaceutical Industry has grown in Bangladesh in the last two decades at a considerable
rate. The sector consistently creates job opportunities for highly qualified people.
Pharmaceutical companies are either directly or indirectly contributing largely towards
raising the standard of healthcare through enabling local healthcare personnel to gain access
to newer products and also to latest drug information. As one of leading pharmaceutical
manufacturer Beximco Pharma plays a vital role in the industry as well as in the national
economy. To be successful, relentless contribution and dedication of the organizations human
resource management is very much needed. To compete in international as well as in local
market in adverse situation the HR managers work has become much more difficult in
todays ever changing business environment. Developing plans in a dynamic situation
demands critical analysis of the situation and strict adhering to the core principal of the
organization. As Beximco Pharma is decentralized organization and core values are cherished
30
by everyone within the organization, operating in dynamic situation is easier than it seems.
With the development of healthcare infrastructure and increase of health awareness and the
purchasing capacity of people, this pharmaceutical industry is expected to grow at a higher
rate in future. Healthy growth is likely to encourage the pharmaceutical companies to
introduce newer drugs and newer research products, while at the same time maintaining a
healthy competitiveness in respect of the most essential drugs. So, it is a great responsibility
for Beximco Pharma as well as other companies in this industry to concentrate on quality
product and quality service to take this industry towards further success. The Bangladesh
government should also be considerable and cooperative to help the businesses flourish.
References
Noe Raymond A, Hollenbeck John R., Gerhart Barry, Patrick M. Wright Human Resource
Management, 5th Edition.
Werther William B. and Keith Davis., 1981 Human Resource and Personal Management,
Mc Graw Hill Book Company, Boston, USA.
31
Annual Report, Beximco Pharma Ltd ., Financial year 2010-2011, p.p. Al.
DeCenzo David A. and Robbins Stephen P.,5 August (2005) Personnel/Human Resource
Management, India, Prentice-Hall of India Private Limited.
V. Skinner S.J., Ivancevich J.M. (2003), Business for the 21st century Richard D. Irwin Inc
32