Human resource practice in an organization

Leter of transmital
26 December 2016

Ms. Fazilatun Nesa

Lecturer
Human Resource Department
Bangladesh University of Business & Technology(BUBT)
Mirpur, Dhaka.

Subject: A report on “Human resource practice in an organization”

Dear Madam,

Here in our report on “Human resource practice in an organization” you assigned us

to prepare this report as a part of Human Resource Management course requirement.
While writing this report, we have tried to follow the given instruction.

This report will help us to know the present situation of human resource in an
organization. We have tried to gather accurate information about this topic.
We sincerely hope that this report will meet your approval. We would be glad to furnish
you with any clarification if required.
Truly Yours
Mohammad Jaber Chowdhury

Acknowledgement

First of all we want to give thanks to Almighty Allah for giving us the opportunity to

complete this assignment. Then we would like to express our grateful thanks to our

honorable parents.

After that we would like to express our gratitude to our teacher Fazilatun Nesa Lecturer

in HRM. His advice helped us a lot to prepare a complete assignment and he never

hesitate to give us valuable time while preparing the assignment whenever we needed.

We also want to give thanks to all of them who have given a lot of valuable suggestions
and moral support to us

Executive Summary

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:

Planning, Recruiting, Selection, Socialization, Training and Development, Performance

Appraisal, Compensation, Labor relation, and Motivation function
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 BPL’s 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 BPL’s goals, mission and vision. This report focuses on the Organization’s 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 markets etc. 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 mind

share 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 nation’s 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. Today BPL is ready to face the challenge of scarce sourcing of Active

Pharmaceutical Ingredients (API) in the post-WTO era, with its advanced API

manufacturing capability.

BPL is one of the first companies to have an extensively computerized and automated

working environment connecting every corner of the country to the centre. Productivity

through connectivity is one of our heritage 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. More than that, BPL has probably fulfilled a national aspiration of

turning a once import dependent country into an exporter of quality medicines. We

believe, With our technological and managerial know-how and ability to take on

challenges, we will be able to progress much faster towards our objective of becoming

the nation’s most Visionary company.

1.2 Origin of the report:

The report originated from our course instructor .He gave this report to learn the way and

report writing. The origin of our report is from our class. The submission date of the

report is 26 December 2009.

1.3 Objectives:

Our min objective is to prepare this report to know about the human recourse practice in

an organization. We try to focus on the report about the HR practice in BEXIMCO-

PHARMA. The objectives of the study are as follows:

♦ To know the HRM policies followed in BPL, Bangladesh.

♦ To identify the various avenues for improving the HRM policies of BPL,
Bangladesh.
♦ Suggesting strategies to improve the HRM policies of BPL, Bangladesh

1.4 Scope:

Our assignment is only document basis so we have not opportunity to take interview,

survey and make observation. As it is a report about an organization so we have

opportunity to collect data by reading documents from their web sites.

1.5 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. As it is a report so our data is secondary

data.

1.6 Limitations:
There we face some limitation to prepare this report. Those are noted below-
1. The abundance of computer in our lab is very poor more than students

demand.

2. In lab all computers are not connected with internet.

3. We don’t get much time to prepare this repot.

4. This is the time of early final examination, so we can’t give more time to

prepare this report.

Chapter-2
2.0 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
Business Lines:

Manufacturing and marketing of Pharmaceutical Finished Formulation Products, Large

Volume Parenterals, Small Volume Parenterals, 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

Authorized Capital (Taka):

2,000 million
Paid-up Capital (Taka):
1,259.57 million
Number of Shareholders:
Around 66,000
Stock Exchange Listings:
Dhaka Stock Exchange, Chittagong Stock Exchange and AIM of London Stock
Exchange
Number of Employees:
2,310
2.2 Vision

BPL’s 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 commitment. BPL believes its responsibility

lies even more in ensuring that the society gets benefited while it continues to grow.

2.6 Corporate Social Responsibilities:

Corporate social responsibility is an integral part of BPL’s business strategy which is reflected in its

mission statement. Every employee of the company knows that the company does not view its success and

achievements in financial terms only, but also in terms of its deep relationship with the society.

Each year, an increasing amount of contribution is ploughed back into social causes, demonstrating

Beximco Pharma's commitment to the nation. More importantly the company's contribution extends

beyond one-time donation to ongoing participation as reflected in its partnership with NGOs working for

AIDS patients, in supporting sports, and in raising disease awareness among the people.

BPL donated medicines worth millions of taka to victims in national and international calamities. Donation

of medicines to victims of earthquake in Pakistan and victims of tsunami in Sri Lanka are worth

mentioning.

The company maintains a team of scientists who works as pharmaceutical experts for good governance that

give direct benefit to the common people and shareholders. Beximco Pharmaceuticals Limited carefully

designed its facilities for reducing hazardous impact on the environment through operational excellence

providing a friendly environment for a healthy society for tomorrow being the main responsibility of BPL

Chapter-3
Human Resource Management:
HRM is a field of management involves planning organizing, directing and controlling
the functions of procuring, developing, maintaining and motivating a labor force.
Human Resource Management Process:
Human Resource Management Process consists of eight activities necessary for
staffing the organization and sustaining high employee performance. The process is
described below:

HR Planning
&
Requisition
Selection
Orientation
Training
Appraisal
&
Evaluation
Benefit & Compensation

3.0 Human Resource Management in BEXIMCO

Pharmaceuticals Ltd (BPL),Banglade sh
3.1 Human Resource Planning in BPL :

Planning is the core area of all the functions of management. It is the foundation upon which the other three

areas should be built. Planning requires management to evaluate where human resource of the company is

currently, and where it would like to be in the future. From there an appropriate course of action to attain

the company's goals and objectives is determined and implemented.

Every organization has employment planning. BPL has also its employment planning. They usually

forecast their personnel needs based on their mission, strategic goals & objectives & technological and

other changes resulting in increased productivity. Although there are several methods to predict personnel

needs, but they use managerial judgment because it gives the more 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 conditions etc.

3.2 Recruitment and Selection process in BPL:

We are looking 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 excel. No matter what your field or range of interests, there are vacancies where

your talents can likely be applied and developed. We have thousands of diverse people from different

cultures and backgrounds working in a variety of different jobs in different 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.

• Positions in Officer Cadre, GET and MT involve written tests.

• Antecedent verification is an integral part of our recruitment process.

• Medical fitness is pre-requisite for all positions.

• We are an equal opportunity employer and do not discriminate on the basis of

race, community, religion or sex.

3.2-(A) Recruitment process:

A responsibility for recruitment usually belongs to the HR department. This department works to find and

attract capable applicants. Job description and speciation provide the needed information upon which the

recruitment process starts. The functions of the recruitment office of BPL are given below:

1. Need Assessment

2. Defining the position description

3. Checking the recruiting options

4. Advertisement

5. Screening and Short – listing Applications

6. Written test

7. Selection interview (3 – tier)

8. Employment decision (Application Bank)

9. Pre- employment medical check-up

10. Offer letter

11. Orientation / Induction

12. Placement

13. Follow –up

3.2-(A-1) Source of Recruitment :

Bangladesh is done in four ways depending on the job category of the vacant position. Therefore, the

recruitment process of this organization is classified into four types, which are done based on the job grade/

group. These are as follows:

Ω Entry-level management
Ω MT (Manager Trainee)
Ω Mid or / and Senior level management
Ω Graded staff / Non- management staff
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 employee’s 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:

An often overlooked source of recruiters consists of departing employees. Many

employees leave because they can no longer work the traditional 40 hours work week

.School, child care needs and other commitments are the common reason. Some might

gladly stay if they could rearrange their hours of work or their responsibilities .Instead,

they quit when a transfer to a part-time job may retain their valuable skill and training.

Even if part-time work is not a solution, a temporary leave of absence may satisfy the

employee and some future recruiting need of the employer.

External Source:

All the above options being considered, the company goes for external recruiting if

needed. Those who best meet the skills, qualifications, experience and competencies

required for the position should fill vacancies. Therefore, if there is no candidate within

BPL, Bangladesh who is suitable for the role, external advertisement should be placed to

attract the potential candidates followed by the selection procedures.

Advertisement:

The Company gives advertisement in national dailies (both Bangla and English) to attract

the talents from the market. BPL, Bangladesh puts two types of advertisements in the

newspapers. It sometimes keeps the identity concealed in the ads, mentioning a GPO

BOX number only. The purpose of the concealed identity is to avoid the unwanted

pressure from the stakeholders for the employment of their desired candidates. But this

way the company may lose the talents out there in the market who would have applied for
the same post had they known the name of the organization. This is why the company

kept the identity open in their recent job advertisement when the quality of the candidate

was a very important factor to consider. By revealing the BPL identify, the company

attempts to attract the best potentials among all the others.

Employee referrals:

Employee referral means using personal contracts to locate job opportunities. It is a recommendation from

a current employee regarding a job applicant. The logic behind employee referral is that “it 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.

Walk-ins and Write-ins:

Walk-ins are some seekers who arrived at the HR department of BPL in search of a job;

Write-ins are those who send a written enquire .both groups normally are ask to complete

and application blank to determine their interest and abilities. Usable application is kept

in an active file until a suitable opening occurs or until an application is too old to be

considered valid, usually six months.

Consulting the CV Bank:

The unsolicited applications stored in the data bank are consulted. If the quality of a

person matches with the requirements mentioned in the position description, then he / she

is called for interview. If not, then the third step is followed.

3.2-(B) Selection Process:
Selection is the process of gathering information for the purpose of evaluating and
deciding who should be employed in particular jobs.
3.2-(B1) Screening and Short-listing Applications

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. (for example,

educational institutions like IBA, BUET are given the highest weight among the local ones 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.

3.2-(B2) Written Test

Written test is not a regular part of the normal recruitment process. It is conducted as and when required.

Previously no written test was taken for the management employee, the applicants had to go directly

through the interview process. After the introduction of the manager trainee program, the written test before

the interview process has proved to be effective and a useful tool to select the desirable candidates. The

written test includes psychometric test, test on behavioral competency, and written test on communication

skills. The candidates are called for the preliminary (first) interview based on their performance in the

written test.

3.2-(B3) Selection Interview

The interview process is a three-tier one. A preliminary interview is conducted which
follows the “elimination method”. After that, the second interview takes place with a very
few number of candidates. Then the finally selected person is called for the final interview. The interview

time is kept convenient for the candidate especially if s/he is working elsewhere at the time of interview. In

that case the chosen time is after the business hour.

3.2-(B4) Reference Check

Reference checks allow obtaining information and opinions regarding the person’s character, quality of the

work and suitability for the position. It is an opportunity to validate the information received from the

candidate via their resume and the interview. Speaking to the candidate’s manager or other people whom

they have worked with should also check internal candidates. The opinion of a referee who has worked can

for an extended period is likely to be more accurate than the assessment from one to two hours of

interviewing.

The candidate’s immediate supervisors are needed to be contacted. Permission should be obtained to

contact the candidate’s referee especially if their current employer is contacted. It is not unusual for a

candidate to be uncomfortable with the organization’s speaking to a current employer. If they are

uncomfortable, an alternative person other than the current employer has to be chosen by the candidate

(work colleague, for example). Unless the candidate is a graduate or school leaver with no prior work

experience, only contact work related referees should be contacted. At least two reference cheeks should be

done, however the more the better.

There is a sample reference-checking guide that is more or less followed. It is important to prepare a

reference check guide that asks the referee about the key skills, competencies and experience required for

the position. Reference checks need to be done by line manager or personnel of the HR department.

During the interviews, the candidates would have given some examples of incidents,
tasks or projects that can be asked about. The referee should be asked what the candidate
did in those examples, which ascertain whether the information received from the
candidate is consistent with that of the referee.

Subjective questions may not always be a reliable guide; however it can be useful to get the referee’s

opinion on areas such as quality and quantity of work, strengths and weaknesses etc. a format of Reference

Checking Guide is presented in Appendix-1.

3.2-(B5) Employment Decision

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 candidate has to fill this blank and submit this to the company along with a

CV.

3.2-(B6) Pre-employment Medical Check-up:

After submission of the application and the CV, the selected person has to go through full medical check-up

that guarantees her/his 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. A medical is also appropriate for internal candidates if they are applying for

positions that require different physical capabilities.

3.2-(B7) Offering the Role:

Once the health check-up is done, the candidate is given an offer letter specifying the salary package, job

responsibilities, utilities that will be provided by the organization. Even at this stage the selected candidate

has the chance to withdraw her/himself from the

job offer. s/he is always free to discuss whatever difficulty may arise regarding pay-
structure/facilities, etc. the door of HR is kept open for any sort of relevant discussion.
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.

 Ask them if they are happy with it.

 Ask them if they verbally accept the position.

 Tell them that we will be sending them a written letter of offer and introductory
package.
written letter of offer:

A written letter of offer must be forwarded to the candidate. Once the candidate has

verbally accepted the position, the appropriate letter of offer is organized. This letter

should be sent to the candidate within two days of making the verbal offer. An
introductory package will be sent to the successful candidate, along with the letter of

offer. At least one week before the person commencing in their new position, an

appointment notice will be placed on notice boards and/or the internet.

FIGURE: RECRUITING YIELD PYRAMID FOR BEXIMCO PHARMACEUTICALS, BANGLADESH
Number of Candidates
Accept job offer
Offers/Acceptance
Receive job offer
Interview/offer
Interview
Assessment Center/interview
Called for the assessment Center
Written/assessment center
Invite for the written test
Screens/Invites
Initially screened out
Contacts/Screens
Initial contacts/Resumes received
THE RECRUITMENT AND SELECTION PROCESS OF BPL
THE RECRUITMENT AND SELECTION PROCESS OF BPL
Need assessment
• Vacancy in existing
post(s)
• Market expansion
• Increase in production
capacity
• Launching new product
• Introducing new system
Checking the recruiting
options
• Internal
• External
Advertisement in National
Dailies
(Both Bangla and English)

Interview
• Preliminary interview:
elimination process (short-
listing)
• Second interview: work
knowledge /behavioral
competency
• Final interview: pre-selection
i n t e r v i e w
Written test (optional)

• IQ test

• Behavioral competencies

• Communication skills
Sorting Applications
Weights are assigned based on
the selection criteria

3.3 Employee Socialization

Socialization is a process of adaptation. Organization entry socialization refers to the adaptation that takes

place when an individual passes from outside the organization to the role of an inside member.

BPL organize its Socialization process of three stages:

1. Pre-arrival stage: This stage explicitly recognizes that each individual arrives
with a set of organizational values, attitude, and expectations.
2. Encounter stage: Here the individuals confront the possible the dichotomy
between their expectations and reality.
3. Metamorphosis stage: Finally, the new member must work out any problems
discovered during the encounter stage.

The organization gets higher productivity, greater employee commitment, and lower turnover rates through

socialization. Employees achieved reduced anxiety, increased awareness of what is expected on the job, and

an increased feeling of being accepted by their peers and bosses. When socialization works, employees

receive the confidence and satisfaction what comes from feeling that they are members in good standing in

the organization.

Selection

• Application blank filling

• Medical check-up

• Offer letter

Follow up

HR Department continuously
interacts with the new entrants
assisting to cope up with the
work environment, work
culture, peer group etc
3.4 Training and Development program of BPL:
3.4-(A) Training:

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
3.4-(A1) Employee Training Method
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 trainer’s 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 trainer’s

supervision.

Advantages:

Relatively inexpensive

Trainees learn while producing

No need off-site facilities
Drawbacks:

Low productivity while the employees develop their skills

The errors made by the trainees while they learn.
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 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.
3.4(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.

3.4-(B1) Employee Development Method

Managerial On-the-Job Training: The development of employee’s abilities can take
place on the job. It includes:
• Job Rotation: It involves moving a trainee from department to department to
broaden 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.
3.4-(B2) Types of Training:

• Technical Training

• Management Training

• Safety Training

• Occupational Health

• General Training (Management, Accounts, Sale etc.)

• Social Skill Training

• Refresher Training

• Workers Education Training

3.4-(B3) Training Process

• Identifying the training needs: What kind of training is needed for how
many people to what standard of performance the objectives of the training
must be determined.
• Analyzing the attitudes, skills & knowledge(ASK)of the job:
Designing what has to be learned.
3.4-(B4) Planning the training program & implementing

• The stages of the training

• Recording the results

• Providing the stuff and equipment

3.4-(B5) Evaluating the results

• Deciding whether the training objectives have been met
• Considering how they could have been met more effectively
3.4-(B6) Training Aids
The following training aids are generally used in training programs in BAT

• Multi media

• Overhead projector

• Flip chart

• White board etc.

3.5 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 a 5 points Graphic Rating Scale. The total appraisal

process is completely transparent to everyone within the organization.

1 for unsatisfactory

2 for marginal

3 for target

4 for superior

5 for outstanding

3.6 Employee Compensation:

Employee compensation refers to all forms of pay or rewards going to employees and
arising from their employment. It has two min components:
1. Direct financial payments: Wages, salaries, incentives, commissions, and bonuses.
There are two ways to pay directly:

• 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.
2. Direct payments: Financial benefits like employer-paid insurance and vacations.
3.6(A) Factors influencing the design of compensation plan

• Legal considerations in compensation

• Union influences on compensation decisions

• Corporate policies and competitive strategy

• Policy issues affecting the plan of an organization

3.6(B) Establishing Pay Rates

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:
• Obtain job information for each job

• Rank jobs by department or in clusters

• Select just one compensable factor

• Rank jobs

• Combine ratings

2. Job Classification: Categorize jobs into groups

3. Point Method: A number of compensable factors are identified and then the
degree to which each of these factors is present on the job is determined.
4. Factor comparison: Ranking jobs according to a variety of skill and difficulty
factors, and then adding up these rankings to arrive at an overall numerical rating
for each given job.
Step-3
Group Similar Jobs into Pay Grades: A pay grade is comprised of jobs of
approximately equal difficulty.
Step-4
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.
3.6(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:

Supplemental Pay Benefits


Insurance Benefits

Vacations and Holidays

Sick Leave

Parental Leave and Family Leave

Medical Leave

Retirement Benefits
3.7 Health & Safety
3.7-(A) Health
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.

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-
management staffs enjoy medical treatment at Hospital at company arrangement

Health Insurance Policy: Management staffs enjoy health insurance for self, spouse
and two children up to 21 years for hospitalization only. Delta Life Insurance provides
the insurance and the company pays the premium.
3.7-(B) Safeties
SHEQ⇒ SHES (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:
• Safety leads improved productivity
• Employees Satisfaction
• To comply the national law and order
• To keep the work environment sound and healthy

• Maximum productivity through employees’ satisfaction

• Helps loss prevention

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.

⇔ In house safety of the BPL (that was previously practiced)

⇔ NOSA

⇔ ISO (Specially for electrode business)

⇔ Environment Laws of Bangladesh

⇔ Labor Law of Bangladesh (it comes from the Salt Act (1905) then Indian Labor Act

(1935) and finally modified through The National Assembly on Bangladesh on 1982.

From these standards IMSS has taken 36 sections under consideration. 20 sections are included from ISO

and rest from others. It should be noted here that IMSS is now on implementation phase and it will take 4

to 5 years to get a shape in BCCP, Bangladesh.

Company Safety Policy

It comes from the group chief executive to adapt in all the country. The local CEO

counter 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 thing that

may cause risk to others, properties even to myself and also let other not to do even that

may hazardous to himself 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 hour daily work. The copy of

the safety policy is attached herewith for the ready reference.

Finally it should be noted that BPL, Bangladesh not only believes the oath “ safety first”

but also implements it through their works. Beginning of the orientation program with

Safety Department may be an example of this practice.

3.8 Motivating Employees in Beximco Pharma:

The advantage of having a Management by Objective (MBO) system is that everyone becomesSelf-

motivated. 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 iscouns eling. 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.

Chapter-4
OTHERS:
4.1 Overall Situation of Economy and Industry:
National Economy:

National economy of our country has been instable for the last few years. Growth in industrial production,

exports and remittance from NRB helped maintain GDP growth rate above earlier performances, though

marginally at lower rate of 6.5% than that of 6.7% in the previous year. The period has however

experienced continuous rise in prices of essential items. This is primarily attributed to abnormal price
increase of crude oil in international market. This had obviously negative impact on disposable income of

general masses whose expenditures on healthcare would decline as a resultant impact.

Pharmaceutical Industry

The pharmaceutical sector attained a growth of 15.80% during the year 2007 as against 4.08% during the

previous year. The national Pharma market growth during the past few years is given below.

The above analysis shows that the growth of the sector, though has proven to be promising, has suffered

from instability and deviation from expectation. In 2006 the market growth rate had drastically dropped.

So, it is a strenuous job for the managers in this industry to cope with this wavering situation.

4.2Competition:
National Market:

In Bangladesh the pharmaceutical sector is one of the most developed hi-tech sectors which is contributing

in the country’s economy. The national companies account for more than 65% of the pharmaceutical

business in Bangladesh. Except Beximco Pharma other leading companies are Square Pharma, Incepta

Pharmaceuticals. Navana

Pharma Ltd., Opsonin Chemical Industries Ltd., Aventis Pharma Ltd. Etc.
Among them Square Pharma is the market leader at this moment. BPL follows Square
Pharma at the 2nd position. The analysis of the two company’s financial data shows that

for the year 2007-2008 gross profit of BPL was1,629,514,837(BDT) and Square Pharma
was3,401,781,806 (BDT) .
There are a number of reasons why BPL could not beat Square Pharma for the 1st
position. The most relevant of them are stated here.
• Fewer Markets Served: Square Pharma serves a larger market than BPL while BPL
concentrates on market focus. For example, unlike Square Pharma BPL does not do
business in the credit market. They only serve the premium market.
• Producing Injectables: Again BPL does not manufacture or market Injectables
where this is a huge market. In contrast, Square Pharma has a range of 44 injectables
and has sold 28,289,000 units in the year 2007-2008.
• Product Range: BPL has a fewer range of products than Square Pharma does. BPL
manufactures only over 300 products in comparison to Square Pharma’s over 500
products.
International Market:

In international market the main competitors for pharmaceutical companies in our country are India and

China. The challenge faced in open market competition is the scarcity and unavailability of raw materials in

local market. So, companies in our country have to import these materials from abroad (India, China and a

few countries from Europe) at high price. Besides, the privileges of being LDC as a result of the Patent

Law will no longer be in effect after 2015.

Chapter-5
5.1 SWOT Analysis:

Threats (External)

Strong Competitors in Domestic &

International Market.
Political Instability
Government & International Regulations.
Rising Trend of Material Price

Strength (Internal)

1. Employee Empowerment
2. Capability to Bring Innovation &
product differentiation
3. Outstanding Product Quality
4. World Class Professional Service

Opportunities (External)

Ability to Retain Growth & market

Focus In difficult Operating
Situations
Ability to Exploit Opportunities of
Patent Law as an LDC in
International Market

5.2 FINDINGS AND RECOMMEDATIONS:

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.

Opportunities (External)

Ability to Retain Growth & market

Focus In difficult Operating
Situations
Ability to Exploit Opportunities of
Patent Law as an LDC in
International Market.

Threats (External)

Strong Competitors in Domestic &

International Market.
Political Instability
Government & International Regulations.
Rising Trend of Material Price

Strength (Internal)

1. Employee Empowerment
2. Capability to Bring Innovation &
product differentiation
3. Outstanding Product Quality
4. World Class Professional Service

Weakness (Internal)
Insufficient Working Capital
Not Operating in Low Cost
Market

Insufficient Working Capital

Not Operating in Low Cost
Market

5.2 FINDINGS AND RECOMMEDATIONS:

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 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.
3. The manager – training program of the company is a good way to groom a to -be

– manager for the probable vacancy in the future. The organization should regularly

follow this procedure to build a productive and valuable workforce. The selection tools

and procedures used in this program have also provided to be very effective. To cope

with the ever-changing, competitive corporate world, the organization should welcome

new ideas as well as fresh –starters to trigger innovative ways to nature overall workforce

competence. The assessment center approach is designed to identify the essential

expertise of the candidates that enable to locate and select the right person for a

managerial. This method is formally followed only in the manager trainee selection

system. But this should also be followed in selecting the entry-level managers too.

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 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. Before appraising the performance of employees in the organization properly,

the HRD manager should be established the standard. Here it is noticeable that the HRD manager should

appraise the performance of all employees in the organization without showing any discrimination.

10. 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.

11. The HRD manager should established the standard pay structure for the
employees of the organization in order to reduce the high turnover of employees.
5.3 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 today’s 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 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

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 today’s 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 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.

ANNEXURE
Bibliography:
•
Websites:
www.beximcopharma.com

Xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx
5.2 FINDINGS AND RECOMMEDATIONS:

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.

Opportunities (External)

Ability to Retain Growth & market

Focus In difficult Operating
Situations
Ability to Exploit Opportunities of
Patent Law as an LDC in
International Market.

Threats (External)

Strong Competitors in Domestic &

International Market.
Political Instability
Government & International Regulations.
Rising Trend of Material Price

Strength (Internal)

1. Employee Empowerment
2. Capability to Bring Innovation &
product differentiation
3. Outstanding Product Quality
4. World Class Professional Service

Weakness (Internal)

Insufficient Working Capital

Not Operating in Low Cost
Market.

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 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.
3. The manager – training program of the company is a good way to groom a to -be

– manager for the probable vacancy in the future. The organization should regularly

follow this procedure to build a productive and valuable workforce. The selection tools

and procedures used in this program have also provided to be very effective. To cope

with the ever-changing, competitive corporate world, the organization should welcome

new ideas as well as fresh –starters to trigger innovative ways to nature overall workforce

competence. The assessment center approach is designed to identify the essential

expertise of the candidates that enable to locate and select the right person for a

managerial. This method is formally followed only in the manager trainee selection

system. But this should also be followed in selecting the entry-level managers too.

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

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. Before appraising the performance of employees in the organization properly,

the HRD manager should be established the standard. Here it is noticeable that the HRD manager should

appraise the performance of all employees in the organization without showing any discrimination.

10. 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.

11. The HRD manager should established the standard pay structure for the
employees of the organization in order to reduce the high turnover of employees.
5.3 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