Subject: Pharmaceutical Marketing and Management Full Marks - 50 1. Personnel Management: a) Definition, scope, importance, behavioral science and personnel management. b) Motivation, moral and job satisfaction. c) Education, training, management development and performance evaluation. d) Means of achieving harmonious industrial relation collective bargaining, joint consultation worker council, arbitration, and industrial democracy. 2. Production Management: Definition, scope, importance and application of management, techniques and principles to production management, production planning and quality control. 3. Materials Management: a) Purchasing: Formulating effective buying policies, determination of needs and desires of patrons, selecting the sources of supply, determination the terms of purchase, receiving, marketing and stocking goods. b) Inventory control: Methods of inventory control, selection of optimum method, effect of inventory control. 4. Risks Management 5. Pharmaceutical Marketing: a) Promotion: Objectives, classification, developing a promotional plan, promotion strategy, budget and executing the program. Steps of implantation of advertising, types (display, direct mail, etc.) and preparation of advertisement. Personal selling and evaluation of promotion (general and specialized method). b) Pricing: General consideration, pricing method, prescription pricing and professional fees. c) Channel of distribution d) Forecasing of sales 5. Management of Community Pharmacy and Governmental Pharmacy.

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Jaytirmoy Barmon Managing Human Resource
Lecturer, Pharmacy, Varendra University
Managing Human Resource
Prepared by:
Jaytirmoy Barmon
Lecturer
Department of Pharmacy, VU
Q. What do you Human resource management (HRM or HR)? Write down the scope of
human resources management.
Human resource management
Human resource management (HRM or HR) is the strategic approach to the effective
management of people in a company or organization such that they help their business gain
a competitive advantage. It is designed to maximize employee performance in service of an
employer's strategic objectives. Human resource management is primarily concerned with the
management of people within organizations, focusing on policies and systems.
Scope of HRM
The scope of HRM is indeed vast. All major activities in the working life of a worker – from
the time of his or her entry into an organization until he or she leaves the organization comes
under the preview of HRM. The major HRM activities include HR planning, job analysis, job
design, employee hiring, employee and executive remuneration, employee motivation,
employee maintenance, industrial relations and prospects of HRM.
i) Identifying & developing persons
HRM helps in spotting right persons for right jobs. Persons are assigned as per their aptitude
persons are given right type of training so that they are able to develop their potential to the
maximum. HRM helps in doing so.
ii) Retaining suitable persons
Modernization of various techniques, computerization of data processing, introduction of
micro-process controlled machines have resulted in demand for trained and highly skilled
persons. HRM not only helps in procuring suitable persons but is also useful in retaining them.
iii) Creating work culture
The aims and priorities of individual workers are given due weightage in the schemes of the
organization. Human resource policy is backed by the human values, understanding and
concern for the welfare of people the work culture in the organization improves, people feel
satisfied and enjoy their work.
iv) Educating managerial personnel
HRM approach will succeed only when managerial personnel change their attitude towards
work force. There is a need to educate executives, managers and top management regarding
various aspects of the human resources approach adopted in the organization
v) Developing a communication system
HRM develops a system of communication where policies of the management are properly
communicated to the lowest level of hierarchy and feed levels is conveyed to the top
management. For e.g. Upward and downward channel of communication

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Jaytirmoy Barmon Managing Human Resource
Lecturer, Pharmacy, Varendra University
Key Terms & Terminologies
Human resource management (HRM): is the process of managing people in organizations
in a structured and thorough manner.
Human resource planning: a process by which an organization should move from its current
manpower position to its desired manpower position.
Human resource development: is a framework for the expansion of human capital within an
organization through the development of both the organization and the individual to achieve
performance improvement.
Performance appraisal: is the systematic evaluation of the performance of employees and to
understand the abilities of a person for further growth and development.
Recruitment is the process of seeking suitable applicants for potential employment in the
organization.
Selection is the process of identifying the probably best applicant who has required knowledge,
skills, abilities and experience and will be competent and willing to perform successfully in the
job.
Training is the process of learning knowledge, skills, abilities and experience that enable
workers to perform successfully in their jobs.
Stakeholders a person, group or organization that has interest or concern in an organization.
Stakeholders can affect or be affected by the organization's actions, objectives and policies.
Some examples of key stakeholders are creditors, directors, employees, government (and its
agencies), owners (shareholders), suppliers, unions, and the community from which the
business draws its resources.
Q. Write down the importance of human resource management.
Human resources are the valuable assets of the corporate bodies. They are their strength. To
face the new challenges on the fronts of knowledge, technology and changing trends in global
economy needs effective human resource management.
Significance of HRM can be seen in three contexts: organizational, social and professional.
(A) Organization significance
HRM is of vital importance to the individual organization as a means for achieving their
objectives. It contributes to the achievement of organizational objectives in the following ways:
(i) Good human resource practice can help in attracting and retaining the best people
in the organization.
(ii) Developing the necessary skills and right attitudes among the employees through
training, development, performance appraisal, etc.
(iii) Securing willing cooperation of employees through motivation, participation,
grievance handling, etc.
(iv) Effective utilization of available human resources.
(v) Ensuring that enterprise will have in future a team of competent and dedicated
employees.

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Jaytirmoy Barmon Managing Human Resource
Lecturer, Pharmacy, Varendra University
(B) Social significance
Social significance of HRM lies in the need satisfaction of personnel in the organization.
Since these personnel are drawn from the society, their effectiveness contributes to the welfare
of the society. Society, as a whole, is the major beneficiary of good human resource practice.
(i) Employment opportunities multiply.
(ii) Eliminating waste of human resources through conservation of physical and mental
health.
(iii) Scare talents are put to best use. Companies that pay and treat people well always
race ahead of others and deliver excellent results.
(C) Professional significance
Professional significance of HRM lies in developing people and providing healthy environment
for effective utilization of their capabilities. This can be done by:
(i) Developing people on continuous basis to meet challenge of their job.
(ii) Promoting team-work and team-spirit among employees.
(iii) Offering excellent growth opportunities to people who have the potential to rise.
(iv) Providing environment and incentives for developing and utilizing creativity.
Q. What is human resource planning? Write down the process of human resource
planning.
Human Resource Planning
• A dynamic management process of ensuring that at all times a company or its units has
in its employ the right number of people with the right skills, assigned to the right jobs
where they can contribute most effectively to the productivity and profitability of the
company
• Is concerned with the efficient acquisition and maximum utilization of the company’s
human resources so that the company can attain its goals and objectives
• It compares the present state of the organization with its goals for the future, then
identifies what changes it must make in its human resources to meet those goals
The changes may include:
- Downsizing
- training existing employees in new skills
- hiring new employees
The Process of Human Resource Planning
1. Determining the workload
- the kind and magnitude of the workload determine the organizational structure, as well as the
number and quality of employees needed to man the organization under a desirable level of
performance
- As an aid in determining workload inputs, the company should consider several
factors such as:
 Business development and assumptions
 Corporate planning
 Economic forecasts
 Changes in plans and products
 New product lines

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Jaytirmoy Barmon Managing Human Resource
Lecturer, Pharmacy, Varendra University
2. Forecasting human resource needs
- after determining the work input and studying the requirements of each job, forecasting
manpower needs comes next
- forecasting tries to determine the supply of and demand for various types of human resources.
The primary goal is to predict which areas of the organization will experience labor shortages
or surpluses
- An organization forecasts demand for specific job categories or skill areas. After identifying
the relevant job categories or skills, the planner investigates the likely demand for each. The
planner must forecast whether the need for people with the necessary skills or experience will
increase or decrease
- Appropriate questions to ask are:
 How many specialists, professionals or executives are needed?
 What is the level of each?
 What kind of specialization should each have?
 What level of expertise is required?
 What other production personnel are necessary and how many for each
category?
3. Inventory of manpower
- Inventory or audit of available current manpower
- Assessment of the skills, career aspirations, strengths and weaknesses of each incumbent,
their potentials and promotability. Each is matched against the positions forecasted
- Positions are filled either by promotion, transfer or assignment of qualified personnel
- The net result of this operation is that you either find:
 That you have just enough manpower
 That there is excess in the number of available manpower, but they lack
skills required
 That the number of available manpower is insufficient and their skills
are also inadequate to meet the needs of the work inputs
6. Improvement plan
- The difference or gap in the number of people or in quality of skills, represents a shortfall in
personnel which must be remedied by an implementation and improvement plan to meet the
objectives of the department or organization
- This includes action plans to improve the capabilities of current personnel through training
and development
- When the shortfall is in the number of personnel, the remedy is to recruit from either inside
or outside the organization
- When the shortfall is in the skills of present employees, the remedy is to increase their skills
through planned training and development program which covers career planning and
management development programs

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Jaytirmoy Barmon Managing Human Resource
Lecturer, Pharmacy, Varendra University
Q. What is personnel management? How does it differs from human resource
management?
Personnel management
Personnel management is the planning, organizing, compensation, integration and maintenance
of people for the purpose of contributing to organizational, individual and societal goals.
Difference between personnel management and human resource management

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Jaytirmoy Barmon Managing Human Resource
Lecturer, Pharmacy, Varendra University
Q. What is recruitment? Describe the sources of recruitment with advantages and
disadvantages.
Recruitment
Recruitment is the process of exploring the source of supply of the required personnel
and stimulating the prospective employees to apply for jobs in the organization. Its purpose is
to create a pool of candidates from which the most suitable persons may be selected for the job.
Sources of recruitment:
There are two sources of recruitment:
i. Internal sources
ii. External sources
i. Internal sources:
Include personnel already on the pay roll of an organization.
Merit:
It improves the morale of employees because they are assured of the fact that they
would be preferred over outsiders when vacancies occur.
It promotes loyalty among the employees because it gives them a sense of job security and
opportunities for advancement.
The employer is in better position to evaluate those presently employed than outsiders.
It is less costly than going outside to recruit.
They are trained people and can be relied upon
Demerits:
It often leads to inbreeding and discourages new blood to entering an organization.
A promotion is based upon on seniority, so there is danger that really capable person may
not be chosen.
There are possibilities that the internal sources may dry up and it may be difficult to find
the requisite personnel from within an organization.
ii. External sources:
These sources lie outside the organization. They usually include young mostly inexperienced
potential employees, trained unemployed, and trained experienced persons.
Merits:
It provides the requisite type of personnel for an organization having skill, training, and
education up to the required standard.
Since persons are recruited from a large market, the best selection can be made
without any distinctions of caste, sex, or color.
In the long run, this source provides economical because potential employees do not need
extra training for their jobs.
Demerits:
The system suffers from brain drain especially when experienced persons are hunted by
sister concerns.

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Jaytirmoy Barmon Managing Human Resource
Lecturer, Pharmacy, Varendra University
Q. Describe the methods of recruitment.
Methods of Recruitment
Following methods are used for recruitment of the employees in the organization:
1. Direct methods
2. Indirect methods
3. Third party methods
1. Direct methods:
In this method, the recruiters are sending to the technical institutions. Most institutional
recruiting is done with the help of placement office of that institute.
2. Indirect methods:
In this method, an advertisement is generally given in leading daily newspapers, popular
magazines, trade and professional journals. The detailed description of the post is given and
the interested candidates are required to submit their applications along with complete
bio-data on a prescribed preform a before the last date.
The application form should provide the following information:
a. Biographical data: It includes, name, father’s name, date and place of birth, age ,sex,
nationality, height, weight, identification marks (if any), physical disability (if any),
marital status, and the number of dependents.
b. Educational attainment: It includes-education (subject offered and grades secured), training
acquired in special fields and knowledge gained from professional/technical institutions or
evening classes or through correspondence courses.
c. Work experience: It includes previous experience, the number of jobs held with the
same or other employers, including nature of duties and responsibilities and the duration
of various assignments, salary received, and reasons for leaving the present employer.
d. Salary: Demanded and other benefits expected.
e. Personal items: It includes association memberships, extra-curriculum activities, sports,
hobbies, and other pertinent information that support a candidate more suitable for post.
f. Other items: Name and address of previous employer, references etc.
3. Third party methods:
It includes the use of commercial or private employment agencies, state agencies,
placement office of institutions, recruiting firms, management consulting firm, friends
and relatives.
Last two question reference: Kushal Biswas, 18th batch, Pharmacy, RU.
Special Thanks To-
Nurul, Mizanur, Monoar, Nazmul Hasan, Tagar & Nazmul Islam
7th Batch Students, Department of Pharmacy, Varendra University, Rajshahi.