Chapter 1

Introduction

1.1 Background of the study:

After liberation when countrys traditional items of export could not yield expected
result, in late 70s the government and a section of entrepreneurs young, educated
and dynamic, began to emphasize on development of non-traditional items of
export. By the year 1983, ready-made garments (RMG) emerged to be nontraditional export oriented sector most promising in the socioeconomic context of
the country. By that time, those entrepreneurs felt a necessity of sect oral trade
body, non-government in nature, free from traditional bureaucracy, to help the
RMG sector and to boost up the foreign exchange earning of the country urgently
needed at that time. Responding to that necessity, 19 (nineteen) RMG
manufactures and exports joined together and by their untiring efforts got
Bangladesh garment manufacturers and exporters

association (BGMEA)

incorporated on February 20, 1983, today 2400 small and medium scale privately
owned garment factories, registered with BGMEA, spread in cluster over the EPZ
and urban areas of Dhaka, Chittagong and Khulna, are manufacturing ready-made
garments of varied specifications as per size and design stipulated by the overseas
buyers. Starting with a few items, the entrepreneurs in the RMG sector have widely
diversified the product base ranging from ordinary shirt, t-shirt, trousers, shorts,
pajama, ladies wear and childrens wear to sophisticated high value items like
quality suits, branded jeans items, jackets-both cotton and leather, sweaters,
embroidered wear etc.
Besides accounting for 66% of Bangladeshs total export earnings in 1995, this
sector is employing about 1.2 million people of whom 90% are woman. Ancillary
industries producing carton, polybasic, woven labels, buttons, sewing thread,
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strapping band, gum tape etc. Have emerged in large number with the growth of
the sector. The RMG industry has helped the growth of the sectors like banking,
insurance, shipping, hotel, tourism, road, transportation and railway container
services etc. The sector in which the RMG has helped created the maximum
prospect in the country in the textile sector-supply source of mother raw-material
of RMG sector.
Woven garments is a growing industry in Bangladesh & similarly to woven
apparel designs, gives a challenging & responsible career where the complex
nature of the global fashion & textile industries must be realize. The woven
industry will meet the global challenge through their creative ability & sound
background of commercial industrial & operational environments in which
professional practice takes place with Bangladesh becoming one of the leading
world suppliers of woven garments.
The exponential growth of Bangladesh garments manufacturing sector mow
necessities the country to become vertical & further growth in backward linkage
in the woven & knit sector is essential to complete with china & India. So the
impact of management system is absolutely crucial top sustained growth &
future expansion of the garment industry through a well planning.

1.2 Objective:
Effective HRM system for todays & future in garments industry in Bangladesh.
There is a particular reason behind any work which is called the objectives. So
the objectives behind preparing this report are to achieve proper theoretical and
practical knowledge.
The main objectives of the studies are as follows:

To know about various human resource functions as planning,

recruitment

and

selection, training and

development, compensation

management etc of Beximco Apparels Limited.

To know about the companys proper rules & regulations.

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Find out various problems related to the HR-department and to suggest

the way to overcome the problems.

To know about compliance issue.

1.3 Methodology:
To collect data I used both secondary and primary data. This study is a simple
research work. So no statistical tools and technique are used here. This study is
descriptive report. Here only made a narrative description of the collected
information from the seven
Seven limited. As a part of the internship program I went to the Beximco Apparels
Limited, and took practical training about human resource management of Beximco
Apparels Limited and on the basis of this training and collected information this
report has been prepared. Simply two types of data are found.

Primary data

Secondary data

Primary data sources

Primary data can be defined as the data collected for the first time by the
investigator. In this report, I collected the primary data by interviewing different
executives of Beximco Apparels Limited.
Others primary sources of information:

Face to face conversation with officials of HR department.

Data collected through observation of the companys activity.

Secondary data sources

I collected most of my secondary data from annual report, thesis report journal
etc. I have used secondary data only in the cases where it was not possible for
me to use primary data.

Relevant of Beximco Apparels Limited paper and published documents.

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Various books.

Internet.

1.4 Limitations of the study:

This study has limitations that should be taken into consideration. These are given
belowSome of BAL employee was not interested to give information willingly.
When I made interview with my director and manager and also executive then
they did not provide their accurate internal information. So that was difficult
to prepare report perfectly.
There is scarcity of appropriate data.
However the topic demands deployment of huge time and resources, which
was not always in place.

1.5 Structure of the report:

The report is divided into seventh chapters. The report is organized in such a way,
which will enable the reader to grasp the subject matter of the study from top to
bottom. It will allow an assessment of subject.

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First chapter provides the background of the study. It describes the objective,
methodology and sources of data, the scope & limitations of the report.
Second chapter describes about the overview of Beximco Apparels Limited
(BAL)
Third chapter defines how the human resource maintained in BAL
Fourth chapter portrays about employee selection process of BAL
Fifth chapter describes about compliance issue in garments industry.
Sixth chapter describes the findings, recommendations.
Seventh chapter contains the conclusion part of the report.

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Chapter 2
Company profile: Beximco Apparels Limited

Beximco group is supposed to be Bangladeshs largest private sector industrial

enterprise. It has targeted the industries the country needs most for progress and
improved living standards. Beximco is also focused on those industries, which
make the most of Bangladeshs competitive advantages in the international
market. Through its ongoing growth, it has created industrial and management
capabilities that will serve the country for generations. Beximcos industrial
sector includes jute, textiles, basic chemicals and pharmaceuticals and marine
foods. Non-industrial undertakings are focused on real estate and construction,
engineering, media, information technology, trading and financial services.
Beximco group is the largest private sector industrial conglomerate in
Bangladesh engaged in diverse business areas. Beximco comprises of five
publicly listed companies and sixteen private companies.
2.1 Historical background
Beximco Apparels Limited (BAL) a member of Beximco Group started its
commercial production in March 1985 under the name of Comtrade Apparels
Limited as a joint venture project between Comtrade Limited of Lausanne,
Switzerland and Beximco Group. Comtrade Apparels Limited name has been
changed to Beximco Apparels Limited since January 01, 1997.
Beximco Apparels Limited is a 100% export oriented garment industry, located at
DEPZ, Dhaka. It produces over 2.5 million pcs of high quality mens dress/casual
shirts and ladies blouses for prominent brands and retails in USA, Canada &
Europe.

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Beximco Apparels Limited is managed by a group of professionals aims at

producing high quality garments through an effective quality control system right
from sourcing of fabric to end product. The company employed 3876 employees
as of February 01, 2014
2.2 BAL Vision & Mission
Vision

Become the leading top quality apparel producer of Bangladesh

Serve our customers by producing high-quality garments and deliver first

class service that will add to their success.

Carve out a niche in the global market.

Brand Bangladesh as a quality producer.

Promote an eco-friendly green environment.

Support the less privileged people.

BAL Mission
1.

Research & develop new ideas & apparel products

2.

Continuous investment in the latest technology

3.

Upgrading of our human resources.

4.

To succeed in our vision we work in close partnership with international

and local experts.

5.

To manufacture a full range of high-quality woven & knit garments.

6.

To continuously seek to increase the profit for all stakeholders.

Factory Location:

Corporate office
Beximco Industrial Park, Sarabo, Kashimpur
Gazipur-1346, Bangladesh
Phone: 880-2-8618220
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Web Site: www.beximcoapparels.com

Factory location:
Beximco Apparels Limited
Plot: 21-26(part) road: 4
Sector: 3, DEPZ, Dhaka
Bangladesh

2.3 Organizational structure of Beximco Apparels Limited

Law practice:
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Local & national labor court 1965

Specially BEPZA (Bangladesh export processing zone authority)
ILO convention.
BGMEA registration no: 4298

Chapter 3
Human Resource Management process in BAL

3.1 Objective of human resource management

According to Scott, clothier and Spiegel, the objectives of human resource
management, in an organization, is to obtain maximum individual development,
desirable working relationships between employers and employees and
employers and employees, and to affect the molding of human resources as
contrasted with physical resources. The basic objective of human resource
management is to contribute to the realization of the organizational goals.
However, the specific objectives of human resource management are as follows:
To ensure effective utilization of human resources, all other organizational
resources will be efficiently utilized by the human resources.
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To establish and maintain an adequate organizational structure of

relationship among all the members of an organization by dividing of

organization tasks into functions, positions and jobs, and by defining clearly the
responsibility, accountability, authority for each job and its relation with other
jobs in the organization.

To generate maximum development of human resources within the

organization by offering opportunities for advancement to employees through

training and education.

To ensure reconciliation of individual/group goals with those of the

organization in such a manner that the personnel feel a sense of commitment and
loyalty towards it.

To identify and satisfy the needs of individuals by offering various

monetary and non-monetary rewards. In order to achieve the above objectives,

human resource management undertakes the following activities: (i) human
resource planning, i.e., determining the number and kinds of personnel required
to fill various positions in the organization. (ii) Recruitment, selection and
placement of personnel, i.e., employment function. (iii) Training and
development of employees for their efficient performance and growth. (iv)
Appraisal of performance of employees and taking corrective steps such as
transfer from one job to another. (v) Motivation of workforce by providing
financial incentives and avenues of promotion. (vi) Remuneration of employees.
The employees must be given sufficient wages and fringe benefits to achieve
higher standard of living and to motivate them to show higher productivity. (vii)
Social security and welfare of employees.

3.2 Human resource planning:

Human resource planning is the process of an organization ensures that it has the
right number & kind of people, at the right places, at the time, capable of

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effectively & efficiently completing those tasks that will help the organization
achieve its overall objectives.
Human resource management is concerned with people activities, getting &
keeping people which are the crucial part of HRM.
The garments industry should be encouraged to install available machinery,
where it can be shown to be economic, in order to strengthen industry confidence
in it to maintain the interest of potential manufactures in this area.
Co-operative investigating by garment production & management for
manufacturing should be encouraged into the optimum mode of employment of
the machinery type under development, with a view to defining production
systems based on these machines rather that their potential for substituting
existing operations.

Human resource management

Human resource management (HRM) is the function within an organization that
focuses on recruitment of, management of, and providing direction for the people
who work in the organization. HRM can also be performed by line managers. Job
analysis is primary tool in personnel management. In this method, a personnel
manager tries to gather, synthesize and implement the information available
regarding the workforce in the concern. A personnel manager has to undertake
job analysis so as to put right man on right job.
HRM is the organizational function that deals with issues related to people such
as compensation, hiring, performance management, organization development,
safety, wellness, benefits, employee motivation, communication, administration,
and training.
HRM is also a strategic and comprehensive approach to managing people and the
workplace culture and environment. Effective HRM enables employees to
contribute effectively and productively to the overall company direction and the
accomplishment of the organizations goals and objectives.
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3.3 A Brief Discussion About job analysis process in BAL:

1.

Job description

2.

Job specification

The information collected under job analysis is:

Nature of jobs required in a concern.

Nature/ size of organizational structure.

Type of people required to fit that structure.

The relationship of the job with other jobs in the concern.

Kind of qualifications and academic background required for jobs.

Provision of physical condition to support the activities of the concern.

For example- separate cabins for managers, special cabins for the supervisors,
healthy condition for workers, and adequate store room for store keeper.
Advantages of job analysis

Job analysis helps the personnel manager at the time of recruitment and

selection of right man on right job.

It helps him to understand extent and scope of training required in that

field.

It helps in evaluating the job in which the worth of the job has to be

evaluated.
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In those instances where smooth work force is required in concern.

When he has to avoid overlapping of authority- responsibility relationship

so that distortion in chain of command doesnt exist.

It also helps to chalk out the compensation plans for the employees.

It also helps the personnel manager to undertake performance appraisal

effectively in a concern.
A personnel manger carries analysis in two ways:
1.

Job description

2.

Job specification

3.3.1 Job description

A job description is a list that a person might use for general tasks, or functions,
and responsibilities of a position. It may often include to whom the position
reports, specifications such as the qualifications or skills needed by the person in
the job, or a salary range. Job descriptions are usually narrative, but some may
instead comprise a simple list of competencies; for instance, strategic human
resource planning methodologies may be used to develop a competency
architecture for an organization, from which job descriptions are built as a
shortlist of competencies.

Job description is an organized factual statement of job contents in the form of

duties and responsibilities of a specific job. The preparation of job description is
very important before a vacancy is advertised. It tells in brief the nature and type
of job. This type of document is descriptive in nature and it constitutes all those
facts which are related to a job such as:

Title/ designation of job and location in the concern.

The nature of duties and operations to be performed in that job.

The nature of authority- responsibility relationships.

Necessary qualifications that is required for job.

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Relationship of that job with other jobs in a concern.

The provision of physical and working condition or the work environment

required in performance of that job.

Advantages of job description

It helps the supervisors in assigning work to the subordinates so that he

can guide and monitor their performances.

It helps in recruitment and selection procedures.

It assists in manpower planning.

It is also helpful in performance appraisal.

It is helpful in job evaluation in order to decide about rate of remuneration

for a specific job.

It also helps in chalking out training and development programmers.

3.3.2 Job specification

Also known as employee specifications, a job specification is a written statement
of educational qualifications, specific qualities, level of experience, physical,
emotional, technical and communication skills required to perform a job,
responsibilities involved in a job and other unusual sensory demands. It also
includes general health, mental health, intelligence, aptitude, memory, judgment,
leadership skills, emotional ability, adaptability, flexibility, values and ethics,
manners and creativity, etc.

Job specification is a statement which tells us minimum acceptable human

qualities which helps to perform a job. Job specification translates the job
description into human qualifications so that a job can be performed in a better
manner. Job specification helps in hiring an appropriate person for an appropriate
position. The contents are:

Job title and designation

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Educational qualifications for that title

Physical and other related attributes

Physique and mental health

Special attributes and abilities

Maturity and dependability

Relationship of that job with other jobs in a concern.

Advantages of job specification

It is helpful in preliminary screening in the selection procedure.

It helps in giving due justification to each job.

It also helps in designing training and development programmers.

It helps the supervisors for counseling and monitoring performance of

employees.

It helps in job evaluation.

It helps the management to take decisions regarding promotion, transfers

and

giving extra benefits to the employees

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3.4 H. R model in Beximco Apparels Limited

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Chapter 4
Employee Testing & Selection Process in BAL

4.1 Overview
After you have read this chapter, you should be able to:

Describe why selection and placement must consider both person-job and

person-organization fit.

Diagram the sequence of a typical selection process.

Identify three types of selection tests and legal concerns about their uses.

Discuss several types of selection interviews and some key considerations

when conducting these interviews.

Explain how legal concerns affect background investigations of applicants

and use of medical examinations in the selection process.

4.2 The selection process

The selection process typically consists of eight steps:

Initial screening interview

Completion of the application form

Emulation tests

Comprehensive interview

Background investigation

Conditional job offer

Medical/physical exam

Permanent job offer

4.3 Employee screening of inquiries

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Based

on

job

description

and

job

specification,

some

of

the

respondents/applicants can be eliminated.

The provision of screening interviews
The screening interviews are an excellent opportunity for management to
describe the job in enough detail so the candidates can consider whether they are
really serious about making application.
The comprehensive approach

Comprehensive selection approach puts applicants through all the steps in

the selection process before making a decision.

Assesses both strengths and weaknesses and is considered more realistic.

Now its up to the candidate

The candidate now has to decide whether this is the job for him or her.

Applicants who are not hired this time will still form an impression about

The company.

Management should assure the selection process leaves them with a

Favorable impression of the company.

Suggestions for making your interviews as an applicant successful are:

Do some homework on the company.

Get a good nights rest the night before.

Dress appropriately.

Arrive for the interview a few minutes early.

Use a firm handshake.

Maintain good eye contact.

Take the opportunity to have practice interviews.

Thank the interviewer at the end of the interview and follow up with a

Thank you note.

Final recruitment:
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Employee Personal information are collected & saved in personal file of

employee:

Job application/ bio data

Appointment letter

Job contract

Increment sheet

Leave record

Age certificate

Performance sheet

Identification card

Photograph etc.

Popular sources of recruiting employee included:

Internal search.

Advertisement.

Employee referrals. / Recommendation.

Employment agencies.

Temporary rental services.

Schools, colleges & universities.

Professional organization.

Casual or unsolicited applications

External search.

Training & development:

Initial screening interview.

Completion of the application form.

Employment test.

Comprehensive interview.

Background investigation.

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Physical examination.

Final employment decision.

Chapter 5
Compliance Issue for Garments Workers

5.1 Historical development of compliance initiatives

Sweater labor practice & workers exploitation are very common especially in the
developing countries. In 1990s continuous reports by human rights group &
media in the USA & Europe created tremendous consumer on sweatshop labor
practices. The famous American coffeehouse china standard was applied in 1995
when its outlets picketed because workers rights were abused in the Central
American coffee fields.
Nike, Reebok, Philip van hessen, the gap & other major companies have
experienced numerous protest about conditions in factories abroad, where their
products were manufactured in sweatshop conditions,. Now retailers &
manufactures did not like to take risk damaging their reputation of their brands,
in respect of workplace abuse. So they have developed compliance codes.
Bottoms line reality.
Compliance codes have become a fact of life for virtually all exports in
Bangladesh to market produces in the developed countries.

Bangladesh factory acts

A. Wages & working hours.
1. Minimum wages. As per minimum wage ordinance of Bangladesh for garment

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Workers- minimum rate is tk, 9320 per month. Provided that the trainee
/apprentice will get @ tk, 500 per month. Their training period will be not more
than three months and after training they will be absorbed in grade no-7 in the
concerned department & will enjoy the minimum wages @ tk 930 per month.
That is:
A. Basic wage

=tk, 600

B. House rent allowance

=tk,180

(30% of basic wage)

C. Medical allowance total

=tk,930

Ref: bd gazette- 1994 as per section 3 & 5 of minimum wages ordinance 1961
1.

Working hours: normally hour is 08 (eight) over day & it may be up to 09

(nine) hours but not more than 60 (sixty) hours per in a week & on an average
56 hours per week in a year. Ref: sec-50 of factories act 1965.
2.

Underage workers: no child who was not completed 14 (fourteen) years

of age shall be required or allowed to work in factory.

Ref: sec-66 of factories acts 1965.
1.

Overtime pay: if any worker is required to work for more than 8 (eight)

hours in a day or former than 48 (forty eight) hours in a week, that will be treated
as overtime hours, provide that including overtime the total hours of work of an
adult worker shall not exceed 10 (ten) hours per week in a year. Ref: sec-50 &
58 of factories act 1956.
2.

Overtime pay: where a worker works in factory for more then 8 (eight)

hours in a day or more then 48 (forty eight) hours in a week, he shall in respect
of overtime work, be entitled to allowance at the rate of twice his ordinary rate
of his wages ref: sec-58 of factories act 1965.
3.

Special law applying to woman: no women shall be allowed to work in a

factory except between 7 am to 8 pm. Provided that the government may be

notification in the official gazette in respect of any class or classes of factory &

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for the whole year of any part thereof decide the working hours for women
between 5 am & 8:30 pm. Ref: sec-65 of factories act 1965.
4.

Special law applying to youth: if any child who has competed his 14

(fourteen) years of age or any adolescent work in a factory, the manager of the
factory has to keep the fitness certificates of that worker from certifying surgeon
& child or adolescent worker has to carry a taken of fitness while on duty. No
child or adolescent shall be required or allowed to work in a factory1.

For more than 05 (five) hours in a day &

2.

Between the hours of 7 pm & 7 am.

An the period of work of all children employed in a factory shall be limited sit in
two shirts shifts which shall not overlap or spread over more than seven & half
hours each.
Ref: sec-67, 68 & 70 of factories act 1956.
weekly holiday: no adult worker shall be required or allowed to work in
a

factory on Sunday or a Friday as the case may be unless- he / she has had

or will have a holiday for a whole day, or one of the three days immediately
before or after that Sunday or Friday.
provided that no substitution shall be made which will result in any
worker working for more than10 (ten) days consecutively without a holiday for
whole day.
Ref: sec-51 of factories acts 1956.
Compensatory weekly holiday: if any worker is derived from weekly holiday
he has to grant the equal number of compensatory holiday within that month
or within next 02 (two) month.
Ref: sec-52 of factories acts 1956.
Intervals for rest or meal: no adult worker in a factory shall be liable to work
either for more than six hours in anyone day unless he has been allow in interval
of at least one hour during that day for rest or meal.

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For more than five hours in anyone day unless he has been allow in interval of at
least half an hour during that say for rest or meal: or for more than five hours
during that say for rest or meal or For more than eight & half hours unless he has
an interval under clause (a) or two such intervals under clause (b) during that day
rest or meal.
Ref: sec-54 of factories acts 1956.
Night shift: where an adult worker in a factory works on a shift which extends
beyond midnight- In this case holiday for a whole day shall mean a period of
twenty- four consecutive hours beginning from the ends of this shift &
The following day for him shall be deemed to be the period of twenty- hour
consecutive hours beginning from the end of this his shift & the hours he has
worked after midnight shall be counted towards the previous day.ref: sec-56 of
factories act 1956.
extra allowance for overtime: where a worker works in a factory for more
than nine hours in a day or more then forty eight hours in a week.

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Chapter 6
SWOT Analysis

A companys internal (Strength, Weakness) and external (Opportunity, Threat)

analysis is combinedly call swot analysis. Beximco Pharmas swot analysis is given
below:
6.1 Strength:
Beximco is the only Bangladeshi company who exports their own medicine
and medical accessories to foreign country. Beximco Pharma earns 55%
money by exporting their medicines. Beximco Pharma exports their
medicines and medical accessories approximately 45 countries. As a
Bangladeshi company Beximco Pharma earns a lot of foreign money.
Beximco Pharma has a higher market share in Bangladesh because they earn
a lot of money by exporting their medicine to the foreign country. Beximco
Pharma has unique distinction of being the only Bangladeshi company to
get listed on AIM of London Stock Exchange.
Beximco Pharma has their own health point to communicate directly with
the people of Bangladesh. They have pharmacies in almost every division
of Bangladesh. They have big medicine pharmacy in Chittagong, Khulna,
Mymensingh .
Beximco Pharma strongly depends on technology. They run their whole
industry with the support of technology. Every professional have to enter
with electronic card and have to leave punching that card.
Currently Beximco Pharma has 2,700 plus employees. Medicine makers like
pharmacists, chemists, doctors, microbiologists, MBAs and engineers are
highly educated. These employees are cheered, dedicated, energetic and
well educated. Beximco Pharma trains them for perfection and cares them
as their family or asset.
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 Beximco Pharma has a strong brand image and consistency in improvement.

This consistency and brand image is not a onetime effort; this result came
after a long time hard work. After started their journey in 1980, Beximco
Pharma didnt look back. They are a consistently improved pharmaceutical
company in Bangladesh.

Beximco Pharma is the first company in Bangladesh to introduce ARV

drugs for HIV/ AIDS patients. Beximco Pharma also supplies antiretroviral
(ARV) medication for AIDS patients.
6.2 Weakness:
Beximco Pharma sometimes unable to supply their product. Sometimes they
couldnt effort to manufacture their product. They couldnt supply their
product timely to the customers or retailers. This problem of supplement
may hamper Beximco Pharmas reputation.
Beximco Pharma imports some of their raw materials from abroad. Beximco
Pharma imports Capsule Cap from abroad. Not only Beximco Pharma but
also all Bangladeshi pharmaceutical company imports Capsule Cap from
abroad. Beximco Pharma also imports Lutin, dry-aluminum hydro-oxide,
Dry magnesium hydro-oxide from foreign country.
Nationally Beximco Pharma has low market share than Square
Pharmaceuticals Limited. Square has 17.46% share and Beximco Pharma
has 9.93% market share in stock market. Although Beximco Pharma has a
strong capital than any other national pharmaceutical company but Square
Pharmaceuticals Limited is in a better position for some of their well-known
products.
Beximco Pharma donates cash or goods to the doctors for suggesting their
products to patients or customers. Beximco Pharma donates huge amount of
money to the doctor for suggesting their products. Beximco Pharma is
already a well renowned pharmaceutical company. Peoples are already
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taking their products. This donating mentality will reduce their popularity.
They shouldnt do anything which will reduce their reputation.
Beximco Pharma produces approved and registered medicines for
customers. Beximco Pharma ensures good product for customers. Some
product cost of Beximco Pharma is higher than other company. Because
their material cost is little bit high. Likewise per tablet of Neoceptin R is
2.50 Tk and Newteck per tablet of Square Pharmaceuticals Limited is 2 Tk.
Salman F. Rahman, the owner of Beximco Pharma has taken some loan from
Sonali Bank Limited. Now he is unable or couldnt pay up that loan. This
will affect Beximco Group of Company and Beximco Pharma belongs to
Beximco Group.
Beximco Pharma overly relies on some of their popular product like Napa,
Neoceptin R, Tofen, Azmasol, and Filmet. They dont have that
concentration about to improve other products. They should concentrate on
improving their other products. This improvement may increase Beximco
Pharmas reputation.
Beximco Pharma has good and strong reputation. Just because Beximco
Pharma is a pharmaceutical company they have to produce medicine.
Beximco Pharma pollutes environment. Beximco Pharmas production
industry is the cause of air pollution, water pollution, sound pollution and
soil pollution. This pollution may decrease Beximco Pharmas popularity and
reputation.
Beximco Pharma is facing many problems when they are selecting
employees or labors. They are trying to select right people for right place.
But sometimes they couldnt get appropriate person for their selected post.
Right person for selected post is always a plus point for any company but
inappropriate person for the selected post is unimaginable.
Basically there are a large number of illiterate people in our country.
Beximco Pharma takes them as employee by considering their situation and
skill. After taking those employees Beximco Pharma have to train them for
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making them perfect for the right post. They are not ready for the post;
Beximco Pharma makes them ready for the post.
6.3 Opportunity:
Beximco Pharma is a big pharmaceutical company having 2700 plus
employees. It has more chance to move forward and get more success. This
2700 plus employee and their spirit is a strong opportunity for Beximco
Pharma.
Beximco Pharma has a strong brand image. Beximco Pharma is known by
national and international countries. This is a great opportunity for Beximco
Pharma to take the advantage. They can improve their situation by exporting
their medicine and medical accessories to more countries. They can make
their business broader.
Square Pharmaceutical Limited has total 5000 million taka capital and
Beximco has total 9100 million taka capital. Although Beximco Pharma is
third ranked in domestic country but they have a good chance to be the first
ranked pharmaceutical industry in Bangladesh. They have to try harder to
be the first ranked pharmaceutical company.
Beximco Pharma is approved and registered by Austria, Australia, European
Union, Gulf nations, Brazil, France, and Chile and they imports Beximco
Pharmacies medicines and medical accessories. Beximco Pharma can take
the advantage by exporting their medicine to some other country. Currently
Beximco Pharma exports their medicine to 45+ country and they can
increase the number.
Beximco Pharma works with some social welfare organization and does
some corporate social responsibilities. They gives advertise for introducing
their new product. Beximco Pharmas fame and advertise is an opportunity
for Beximco to get more success.
Beximco Pharma is the largest pharmaceutical exporter company of
Bangladesh. Beximco Pharma is the only company who receives National
Export Trophy (Gold Trophy) and the highest national accolade for export,
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for record three times. This is a big opportunity for Beximco Pharma to focus
on everyone.

Beximco Pharma produces more than 200 generics out of 400 different types
of medicines. This is a great opportunity for Beximco Pharma to produce
more types of products. Producing more products and improving them,
Beximco Pharma may get more customers and individuals.
Beximco Pharma has a group, which is busy to invent the medicine of
Cancer and HIV AIDS. These group members are highly educated. They are
concentrating on inventing a unique medicine against Cancer and HIV
AIDS. After this invention, Beximco Pharma has an opportunity to become
the most popular pharmaceutical company in the world.

6.4 Threat:
Beximco Pharmas production industry is a cause of environmental pollution
in Bangladesh. Some of their production industry is in urban area which
pollutes combinedly air, water, sound and soil. Peoples of that area may sue
against those production industries for environmental pollution. Its a
common threat for any production industry.
As a Bangladeshi pharmaceutical company Beximco Pharma is third ranked
pharmaceutical company. Upper ranked pharmaceutical companies are
Square Pharmaceutical Limited and Incepta Pharmaceutical Limited. As
competitor these two pharmaceutical companies are great threat for
Beximco Pharmaceuticals Bangladesh Limited.
Political threat is now the biggest threat for Beximco Pharmaceuticals
Bangladesh Limited. The political condition of Bangladesh is now in an
awkward position. Beximco Pharma is victim of regular strikes. Beximco
Pharmas import, export, transaction is hampered because of regular strikes.
Beximco Pharmas business is now in a great threat.
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 Although Beximco Pharmas maximum medicines are popular in market,

some of the competitors are donating doctors to suggest their medicines to
the patients. Competitors are trying to run their products by donating
doctors. This kind of illegal system keeps pressure on Beximco Pharma.
This is a common threat for any pharmaceutical company in Bangladesh.
New comer in pharmaceutical business is always a threat for old companies.
Although Beximco Pharma is a well renowned company, new comers like
ACME Laboratories Limited, Beacon Pharmaceuticals Limited, Unimed &
Unihealth Manufacturers Limited, Pharmadesh Laboratories Limited etc.
are allowed as threat because they already have introduced some good
products.
As Beximco Pharma is a pharmaceutical industry, they need to collect their
ingredients from various places like oil from Codfish, poison from snake
etc. they kills lot of animals for their ingredients like elephant, snake etc.
this is a direct threat for country. Beximco Pharma will get sued because of
killing animals randomly.

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Chapter 7
Recommendations

7.1 Problem and recommendation

The garment industry should be encouraged to raise its managerial &

technological standards. Consultants & cad companies employed have effective

services offer. But as conventionally employed their resources would be
inadequate & means of more rapidly tilling available knowledge need to be
developed. This approach should be adopted on a sufficient scale to rise the
productivity of the industry should be adopted on a sufficient scale to rise the
productivity of the industry during the initial period of accelerated development
work towards improved sewing systems.

The garments industry should be encouraged to install available

machinery, where it can be shown to be economic, in order to strengthen industry

confidence in it to maintain the interest of potential manufactures in this area.

Co-operative investigating by garment production & management for

manufacturing should be encouraged into the optimum mode of employment of

the machinery type under development, with a view to defining production
systems based on these machines rather that their potential for substituting
existing operations.

7.2 Compliance issues of the factory:

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I make a compliance audit check list to check out the compliance issues. After
getting the information I think BAL. Failed in compliance. The headings of my
check list are as follows:

Child labor.

Forced labor.

Health and safety.

Freedom of association.

Discrimination.

Disciplinary practices.

Working hours.

Remuneration.

Environment.

Drug interdiction.

Management system.

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Chapter 8
Conclusions

8.1 Conclusion
1.

I want to recommend that in this garments should expand a human

resource management. This department controls that kind of factor. The HRM
section reviews the job design, compliance issue, productivity time & other
relative importance.
2.

The industry can provide extra facility or the employee those who are

wanting to learning for something.

3.

Industry can also collect the graduates & other shill resources those who

are educated in this sector. The educational institute & the industry can provide
the student for research & internship serve in this sector. Those kinds of activity
help the apparel industry for upgrades in every time & match with the changing
fashion business world.
4.

In the production level we can apply the job rotation for reduce the

boringness from the inner side of the worker. Effective communication & active
motivation create a smart industrial environment in the garments.

8.2 References:
o A text book on Human Resource Management,
Author: Gary Dessler.
o Website: www.beximco.org

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