An Assignment on

HR Planning system Beximco Pharmaceuticals Ltd

Submitted To
Jamil Siddiquee
Course Teacher Of
Human Resource Planning
Course Code-MGT4126
Southeast University

Prepared By
Group Name: Friends Forever
Batch: 30th

01.
02.
03.

Name
Md.IsmailHossain
SyfulAlam
TasneaAlam

ID
2012010000319
2012010000322
2012010000317

04

Mahabub Alam

2012010000323

Date Of Submission:27-04-2015

Letter of transmittal
27 April 2015
Jamil Siddiquee
Lecturer
Human Resource Department
Southeast University
Dhaka.
Subject: A report on HR Planning system Beximco Pharmaceuticals
Ltd
Dear Sir,
Here in our report on HR Planning system Beximco Pharmaceuticals
Ltd 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
MD Ismail Hossain
ID#2012010000319
Syful Alam
ID#2012010000322
Mahabub Alam
ID#2012010000323
Tasnea Alam

ID#2012010000317
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 Jamil
Siddiquee 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 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 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.

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 nations
pharma industry. While it would have been relatively easy to diversify the
business into consumer products, BPL chose the harder path with a longterm 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 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. 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 knowhow and ability to take on challenges, we will be able to progress much
faster towards our objective of becoming the nations most Visionary
Company.

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.

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.

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.

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.

Limitations
There we face some limitation to prepare this report. Those are noted below The abundance of computer in our lab is very poor more than
students demand.
In lab all computers are not connected with internet.
We dont get much time to prepare this repot.
This is the time of early final examination, so we cant give
more time to prepare this report.

COMPANY OVERVIEW
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 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
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

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.

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.
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.
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.

Corporate Social Responsibilities

Corporate social responsibility is an integral part of BPLs 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.

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

Benefits &
Compensation

Human Resource Management in BEXIMCO Pharmaceuticals Ltd

(BPL), Bangladesh
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.
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.

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:
Need Assessment
Defining the position description

Checking the recruiting options

Advertisement

Screening and Short listing Applications

Written test

Selection interview (3 tier)

Employment decision (Application Bank)

Pre- employment medical check-up

Offer letter

Orientation / Induction

Placement

Follow up

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:

Entry-level management
MT (Manager Trainee)
Mid or / and Senior level management
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
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:
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.

Selection Process:
Selection is the process of gathering information for the purpose of
evaluating and deciding who should be employed in particular jobs.
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.

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.
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.

Reference Check:
Reference checks allow obtaining information and opinions regarding the
persons 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 candidates 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 candidates immediate supervisors are needed to be contacted.
Permission should be obtained to contact the candidates referee especially if
their current employer is contacted. It is not unusual for a candidate to be
uncomfortable with the organizations 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 referees 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.

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.
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.

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, and 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/offers

3
4
4
22

Interview
Center/interview

150

Assessment

400
700

Called for the assessment Center

Invite for the written test
Initially screened out
Contacts/Screens

Written/assessment center
Screens/Invites

Initial contacts/Resumes received

THE RECRUITMENT AND SELECTION PROCESS OF BPL

Need assessment

Vacancy in existing
post(s)
Market expansion
Increase in production
capacity
Launching new product

Checking the recruiting

options

Advertisement in National
Dailies
(Both Bangla and English)

Internal
External

Introducing new system

Interview
Preliminary interview:
elimination process (shortlisting)
Second interview: work
knowledge /behavioral
competency
Final interview: pre-selection

Selection
Application blank filling
Medical check-up
Offer letter

Written test (optional)

IQ test
Behavioral competencies
Communication skills

Orientation /induction

Exposure to all important

business /functions and
locations of the company
Feedback report focusing
on learning experience (s)
of the induction program

Sorting Applications
Weights are assigned based on
the selection criteria

Follow up
HR Department continuously
interacts with the new entrants
assisting to cope up with the
work environment, work
culture, peer group etc.

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.

Training and Development program of BPL:

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

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

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.

Employee Development Method:

Managerial On-the-Job Training: The development of employees 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.
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
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.

Planning the training program & implementing:

The stages of the training
Recording the results
Providing the stuff and equipment
Evaluating the results:
Deciding whether the training objectives have been met

 Considering how they could have been met more effectively

Training Aids:
The following training aids are generally used in training programs in BAT
Multi media
Overhead projector
Flip chart
White board etc.

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
organizational
for unsatisfactory
for target
for superior
For outstanding
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.
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

Establishing Pay Rates

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.
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.
Group Similar Jobs into Pay Grades:
A pay grade is comprised of jobs of approximately equal difficulty.
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.

Fine-Tune Pay Rates:

A series of steps or levels within as pay grade usually based upon years of
service.

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

Health & Safety

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 nonmanagement 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.
Safeties

SHEQ SHES (Safety Health Environment Security)

for

Safety

for

Health

for

Environment

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 ones 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.
Motivating Employees in Beximco Pharma:
The advantage of having a Management by Objective (MBO) system is that
everyone becomes Self-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 is counseling.
Managers are there to help the employees to achieve the goals, which in turn
keep the employees motivated.
Apart from creating a healthy working environment and ensuring employee
empowerment, BPL offers a number of benefits to keep them motivated.
The benefits offered by the company are given below:
1.

Education costs of the children

2.

Permanent job facility

3.

Leave facilities

4.

Yearly Employee Awards

5.

Promotion

6.

Foreign Travel with Family Offers

7.

Share from revenue etc.

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.

Competition:
National Market:
In Bangladesh the pharmaceutical sector is one of the most developed hitech sectors which is contributing in the countrys 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
companys 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 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 injectable 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

Pharmas 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.

SWOT Analysis

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.

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

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.

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 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.