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A Report Study On Human Resource Practice in Pharmaceuticals Companies in Bangladesh.

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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.

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.

Objective of the study:


Our main 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 of the study:


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.

Limitations:
There we face some limitation to prepare this report. Those are noted below1. 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 dont get much time to prepare this report. 4. This is the time of early final examination, so we cant give more time to prepare this report.

Methodology:
To complete our report and reach in a decision we use some method. To collect information we search internet, read newspaper, and utilize our personal observation. A sit is a report so our data is secondary data.

Introduction:
Beximco Pharmaceuticals Ltd. (BPL) has been the trendsetter in Bangladesh Pharmaceutical Market since its inception in 1979. Over the last decade BPL actually rose to a new standard moving beyond manufacturing quality medicines to win mindshare of patients, physicians, shareholders, business partners, and communities where we work and live. Our dedication to add more value to the common wealth of the society compounded by innovative strategies for growth

and diversification, pioneering role in bringing new technology and implementing new ideas, and commitment for total quality management distills the glory of our success. Today BPL is not merely a market leader. Most of the products that it actively markets enjoy leadership position demonstrating incomparable trust of the healthcare professionals. This is the reward for the outstanding quality of our products- at BPL we never compromise with the quality of our products so that our fellow citizens can live long, happy and better. BPL is the pioneer in introducing medical service activities: publishing a full-fledged medical newsletter regularly, conducting clinical seminars and symposiums to have better understanding of various diseases and their management. BPL is the first national company who dared to diversify its business into manufacturing bulk drugs to integrate it backwards as well as develop the nations Pharma industry. While it would have been relatively easy to diversify the business into consumer products, BPL chose the harder path with a long-term vision. 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 know-how and ability to take on challenges, we will be able to progress much faster towards our objective of becoming the nations most Visionary Company.

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&RequisitionSelectionO r i e n t a t i o n T r a i n i n g Appraisal&EvaluationBenefits &Compensation

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 cannot give the accurate situation of the personnel needs. These are basically graphical methods, which cannot measure the actual personnel needs. But managerial judgment method depends upon the change in productivity, market conditions etc.

1. 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:

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 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 other ways like Job-posting programs, advertisement, employee agency, walk-ins and write-ins, consulting the CV Bank e.t.c.

2. 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 personscharacter, 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 checks 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.

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

3. Orientation (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 organizes its Socialization process of three stages: Pre-arrival stage: This stage explicitly recognizes that each individual arrives with a set of organizational values, attitude, and expectations. Encounter stage: Here the individuals confront the possible the dichotomy between their expectations and reality. 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.

4. 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:

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:

-site facilities Drawbacks:

Apprenticeship Training: It traditionally involves having the learner study under the tutelage of a master crafts person. 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 writtendescription 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.

5. Performance Appraisal:
At BPL appraisals are done by the Self-appraisal system. Goals are set by

participativemanagement approach and performance is evaluated quantitatively against those pre viously 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 unsatisfactory2 for marginal3 for target4 for superior 5 for outstanding.

6. Employee Compensation:

Employee compensation refers to all forms of pay or rewards going to employees and arising from their employment. It has two main components: 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. 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 Benefits and Rewards Package: Indirect financial and non financial their employment with the company. There are several types of benefits: payments employees receive for continuing

Family Leave

SWOT Analysis:

Strength (Internal) 1. Employee Empowerment 2. Capability to Bring Innovation & product differentiation 3. Outstanding Product Quality 4. World Class Professional Service. Opportunities (External) 1. Ability to Retain Growth & market 2. Focus In difficult Operating Situations 3. Ability to Exploit Opportunities of Patent Law as an LDC in International Market.

Weakness (Internal) 1. Insufficient Working Capital 2. Not Operating in Low Cost Market.

Threats (External) 1. Strong Competitors in Domestic &International Market. 2. Political Instability Government & International Regulations. 3. 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 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 work force 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 aconsiderable 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.

References:

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