HR Planning in Beximco Phrma
HR Planning in Beximco Phrma
HR Planning in Beximco Phrma
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:
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
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.
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)
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
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.
HR Planning
&
Requisition
Selection
Orientation
Training
Appraisal
&
Evaluation
Benefits &
Compensation
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
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
Advertisement
Written test
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:
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.
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.
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.
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
3
4
4
22
Interview
Center/interview
150
Assessment
400
700
Written/assessment center
Screens/Invites
Need assessment
Vacancy in existing
post(s)
Market expansion
Increase in production
capacity
Launching new product
Advertisement in National
Dailies
(Both Bangla and English)
Internal
External
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
Orientation /induction
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.
Advantages:
Relatively inexpensive
Trainees learn while producing
No need off-site facilities
Drawbacks:
Development:
Any attempt to improve current or future management performance by
imparting knowledge, changing attitudes, or increasing skills.
Any effort toward developing employees must begin by looking at the
organizations objectives. The objectives tell us where were going and
provide a framework from which our managerial needs can be determined.
Technical Training
Management Training
Safety Training
Occupational Health
General Training (Management, Accounts, Sale etc.)
Social Skill Training
Refresher Training
Workers Education Training
Training Process:
Performance Appraisal
At BPL appraisals are done by the Self-appraisal system. Goals are set by
participative
management
approach
and
performance
is
evaluated
A series of steps or levels within as pay grade usually based upon years of
service.
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
for
Safety
for
Health
for
Environment
for
Quality
Employees Satisfaction
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.
2.
3.
Leave facilities
4.
5.
Promotion
6.
7.
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
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
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