Professional Documents
Culture Documents
Submitted To:
Fazilatun Nesa
Course Instructor
Human Resource Management(HRM)
Submitted By:
Mohammad Jaber Chowdhury
ID-107
MD. Rubel Ahmed
ID-244(15th)
Sharmin Akter
ID-101
Muhammad Rajib Khan
ID-106
Siddqua Binta Saide
ID-102
Nur Ahmed Rayhan
ID-096
Intake-16th
Section-3
Program-BBA
26 December 2009
Dear Madam,
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
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
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:
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 identify the various avenues for improving the HRM policies of BPL,
Bangladesh.
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
Year of Establishment:
1976
Commercial Production:
1980
Status:
Business Lines:
Number of Shareholders:
Around 66,000
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.
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
HR Planning Selection
&
Requisition
Orientation Training
Appraisal
Benefits &
&
Compensation
Evaluation
3.0 Human Resource Management in BEXIMCO
Pharmaceuticals Ltd (BPL), Bangladesh
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.
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
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
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:
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:
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 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.
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.
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.
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
Number of Candidates
4
Accept job offer Offers/Acceptance
22
400
700
Interview Assessment Center/interview
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
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.
• 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.
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
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.
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-(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
S for Safety
H for Health
E for Environment
Q for Quality
The safety and environment issues are required because of the following reasons:
• Employees Satisfaction
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.
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.
OTHERS:
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.
4.2 Competition:
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 was 1,629,514,837(BDT) and Square Pharma
was 3,401,781,806 (BDT) .
There are a number of reasons why BPL could not beat Square Pharma for the 1 st
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.
• 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
Opportunities (External)
Threats (External)
Ability to Retain Growth & market
Strong Competitors in Domestic &
Focus In difficult Operating
International Market.
Situations
Political Instability
Ability to Exploit Opportunities of
Government & International Regulations.
Patent Law as an LDC in
Rising Trend of Material Price
International Market.
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.
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.
ANNEXURE
Bibliography:
• Websites:
www.beximcopharma.com
www.squarepharma.com
www.scribd.com
www.google.com
• Annual Reports: Beximco Pharma 2002, 2007,2008 & Square Pharma
2007