NSU MGT 351 group project, Beximco Pharma Limited

SUMMER 2018 MGT 351, SECTION 21, TEAM MODHUMOTI 1

BEXIMCO PHARMA LIMITED
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Course name: Introduction to HRM(MGT351)
Semester: Summer 2018
Section: 21
Submitted by:
Team Modhumoti
Name ID Serial
Mehedi Hasan Polash 1620850030 30
Fatema Tuj Johora Eity 1621826030 34
Towhida Fathema Himi 1620687030 26
Shah MD. Naimuzzaman 1612403030 23
Nazia Farah 1420058030 2
Submitted to:
Md. Mokhles ur Rahman, MPA Harvard
Department of Management
School of Business and Economics
North South University

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Letter of Transmittal
12th December 2018
Md. Mokhles ur Rahman, MPA Harvard
Lecturer
Department Management, School of Business and Economics
North South University
Subject: Submitting a report of strategic human resource management, a case study on
Beximco Pharma Ltd.
Dear Sir,
We would like to thank you for giving us the opportunity of doing this project on this subject to
prepare the Report. This task has been given us the opportunity to explore important human
resource management aspects of Beximco Pharma Ltd. The report is contains a comprehensive
study on various managerial functions on human resource like services, portfolio and general
aspects of The Beximco Pharma Ltd. It was an immense pleasure for us to have the opportunity
to work on the above-mentioned subject. We’ve delivered our best to come out with a good one.
Please feel free to contact with us if you have any queries. Would you please kindly accept our
report and oblige me thereby.
Thank you.
Sincerely
(Team Modhumoti)
Mehedi Hasan Polash
Fatema Tuj Johora Eity
Towhida Fatema Himi
Shah MD. Naimuzzaman
Nazia Farah

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Executive Summery
The activity of human resource management is simply the act of
bringing together people to achieve the desired objectives. Any organization, new or old, small
or large, must run smoothly to achieve the goals and mission it has set. The basic functions of
HRM, we’ve broken down into five different areas, allow for it to handle the strategic, tactical
and operational decisions for the organization. The five functions of HRM are:
Recruitment, Selection process, Training and Development, Performance Appraisal, Benefit
Plan
Beximco Pharma Ltd is formulating and executing human resource policies and practices that is
producing employee competencies and behavior the company needs to achieve the strategic
goals. Mainly two types of professionals they hire rapidly to Beximco Pharma Limited, one is
chemist and another is sales. As all of the organization in the world Beximco Pharma Limited
needs all group of people to run their company but they rapidly hire Chemist and Sales
professional most of the time. They call this two types professionals heart of the organization.
We’ve discussed about mostly on this two types professionals recruitment as well as other
processes. We’ve asked for other departments and other types of professionals hiring and other
process in terms of human resource the HR manager told us others has similar pattern.
To make this report as much informative as possible we’ve worked so hard. We also faced some
challenges due to Beximco Pharma Ltd Policy their manager has some limitation to provide
information to us. So, we’re not able to collect all the information as per requirements but we’ve
tried our best to give you the best review on Beximco Pharma Human Resource Department and
its process.

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Table of Contents
Introduction ..................................................................................................................................................7
Company Background...............................................................................................................................7
Mission......................................................................................................................................................8
Vision.........................................................................................................................................................8
1.1 Methodology.....................................................................................................................................9
1.2 Limitations.........................................................................................................................................9
1.3 Challenges.........................................................................................................................................9
2. Current HR System..................................................................................................................................10
....................................................................................................................................................................10
2.1 Strategic Human Resource Management at BPL..............................................................................10
2.2 Recruitment ..................................................................................................................................11
✓ Recruitment and Selection process in BPL: ........................................................................................11
3.1 Source of Recruitment:.....................................................................................................................12
3.1.1 Internal Source:..........................................................................................................................12
3.1.2 External Source: .........................................................................................................................12
3.1.3 Advertisement: ..........................................................................................................................12
3.1.4 Employee referrals:....................................................................................................................12
3.1.5 Employment Agency: .................................................................................................................13
3.1.6 Walk-ins and Write-ins:..............................................................................................................13
3.1.7 Consulting the CV Bank:.............................................................................................................13
4. Selection Process ....................................................................................................................................13
4.1 Reference Check ...............................................................................................................................13
4.2 Employment Decision .......................................................................................................................14
4.3 Pre-employment Medical Check-up: ................................................................................................14
4.4 Offering the Role:..............................................................................................................................14
4.5 verbal offer:.......................................................................................................................................14
4.6 Written letter of offer:......................................................................................................................15
5. Training and Development......................................................................................................................15
5.1 Training: ............................................................................................................................................15
5.2 Employee Training Method...............................................................................................................15
5.2.1 On-the-job Training:...................................................................................................................15

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5.2.2 Apprenticeship Training:............................................................................................................15
5.2.3 Informal Learning:......................................................................................................................16
5.2.4 Job Instruction Training: ............................................................................................................16
5.2.5 Lectures:.....................................................................................................................................16
5.2.6 Simulated Training: ....................................................................................................................16
5.2.7 Off-the-job Training: ..................................................................................................................16
6. Appraisal .................................................................................................................................................16
6.1 .1 Self-appraisal system ................................................................................................................16
6.1.2 Points Graphic Rating Scale........................................................................................................17
6.1.3 Employee Compensation:..........................................................................................................17
6.1.4 Direct financial payments: .........................................................................................................17
6.1.5 Direct payments:........................................................................................................................17
6.2 Factors influencing the design of compensation plan......................................................................17
6.3 Establishing Pay Rates.......................................................................................................................17
7. Benefit Offered .......................................................................................................................................18
7.1 Health Insurance Policy:....................................................................................................................18
7.2 Safeties..............................................................................................................................................19
7.2.1 Company Safety Policy...............................................................................................................19
7.2.2 SAFETY FIRST – QUALITY MUST .................................................................................................20
7.3 DUTY OF CARE...............................................................................................................................20
Recommendations......................................................................................................................................20
Conclusion...................................................................................................................................................22
Bibliography ................................................................................................................................................24
Appendix .....................................................................................................................................................24

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Introduction
Beximco Pharmaceuticals Ltd also known as (BPL) has been the trendsetter in Bangladesh
Pharmaceutical Market since its inception in 19791
. 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 in comparable 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 itself
backwards as well as develop the nation’s 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
Company Background
Year of Establishment:
1976
Commercial Production:
1980
Status:
Public Limited Company
Authorized Capital (Taka):
2,000 million
Paid-up Capital (Taka):
1
("Beximco Pharma", 2018)

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1,259.57 million
Number of Shareholders:
Around 66,000
Stock Exchange Listings:
Dhaka Stock Exchange, Chittagong Stock Exchange and AIM of London Stock Exchange
Number of Employees:
2,310
Business Lines:
Manufacturing and marketing of Pharmaceutical Finished Formulation Products, LargeVolume
Parenterals, Small Volume Parenterals, Ophthalmic Preparations, Nebulizer Solutions and Active
Pharmaceutical Ingredients (APIs)
Overseas Offices & Associates:
Australia, Bhutan, Cambodia, Chile, Ghana, Hong Kong, Indonesia, Jordan, Kenya, Kuwait,
Malaysia, Myanmar, Nepal, Pakistan, Philippines, Saudi Arabia, Singapore, SriLanka, Vietnam
and Yemen
Mission
We are committed to enhancing human health and well being by providing contemporary and
affordable medicines, manufactured in full compliance with global quality standards. We
continually strive to improve our core capabilities to address the unmet medical needs of the
patients and to deliver outstanding results for our shareholders.2
Vision
We will be one of the most trusted, admired and successful pharmaceutical companies in the
region with a focus on strengthening research and development capabilities, creating partnerships
and building presence across the globe.3
2
("Mission & Vision - Beximco Pharmaceuticals Ltd.", 2018)
3
("Mission & Vision - Beximco Pharmaceuticals Ltd.", 2018)

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1.1 Methodology
As per requirement of report we’ve taken a short interview of Beximco Pharma senior officer,
HASAN-AL-SAJID (Human Resource) to collect primary information about the Beximco
Pharma Limited.
We’ve chosen HASAN-AL-SAJID for his vast area of experience in the job field. He’s Working
In the Beximco Pharma Limited for last six years. HASAN-AL-SAJID responsible for
recruitment, selection, training & development, safety and general administrative work.
For secondary data we totally relay on the Beximco Pharma official site and the Internet. We
added all the references with proper citation what we’ve collected from the internet.
1.2 Limitations
As a successful renowned organization they didn’t rivaled all the things of their HR. They think
it can put them in a risk. So, they didn’t share all the information that we’ve asked for or merely
answered without proper explanations.
1.3 Challenges
We’ve faced a lot of challenges to make this report. Our honorable faculty helped us a lot to
overcome those challenges by giving us recommendation letter and proper guidance.
Otherwise it was not possible to come out with a proper polished report.

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2. Current HR System
2.1 Strategic Human Resource Management at BPL
In Beximco Pharma recruitment and selection done both from internal and external sources. In
case of internal recruitment, they go for job posting and succession planning process. Selection
process of employees requires candidates’ ability and qualification. Recruitment and selection
process together ensures that Beximco Pharma Ltd. have the efficient candidates for the
organization. After selection of the candidate Beximco Pharma provide an orientation program.
As a result, new employees know about their job objectives, job goals, responsibilities, the rules
and regulations etc. from the first day. For making employees more efficient they provide both
on-the-job training and off the job-training. They rate employee performances on the basis of
combine graphic rating scale and computerized and web-based performance appraisal system.
Beximco Pharma ltd. Provide provident funds which is sponsored by employer. Employees get
retirement benefit i.e. the organization have pension plans for employees. Their pension plan
meets requirement for tax benefit for employer contribution where it’s mandatory for employer
to contribute according to company policy. They also provide sick leave, parental leave, and
severance pay benefits. Insurance benefit like workers compensation and, hospitalization benefit
is also provided for the employees.
From above policies it can be said that Beximco Pharma Ltd is formulating and executing human
resource policies and practices that is producing employee competencies and behavior the
company needs to achieve the strategic goals.

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2.2 Recruitment
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 selection process starts. The functions of the recruitment office of
BPL are given below:
➢ Need Assessment
➢ Defining the position description
➢ Checking the recruiting options
➢ Advertisement
➢ Screening and Short – listing Applications
✓ 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 is your background or interests in, 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. They prefer CGPA 3.50 to 4 out of 4 from any reputed
public or private university.
• 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

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3.1 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
3.1.1 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.
3.1.2 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
3.1.3 Advertisement:
The Company gives advertisement in national dailies (both Bangle 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 GPOBOX 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.
3.1.4 Employee referrals:
Employee referral means using personal contracts to locate job opportunities. It is are
commendation from a current employee regarding a job applicant. The logic behind employee
referral is that “it takes one to know one”. Employees working in the, in
thiscase, are encouraged to recommend the names of their friends working in other organization
for a possible vacancy in the near future.

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3.1.5 Employment Agency:
An agency finds and prescreens applicants, referring those who seem qualified to the
organization for further assessment and final selection. An Agency can screen effectively only it
has a clear understanding of the position it is trying to fill. Thus it is very important that an
employer be as specific and accurate as possible when describing a position and its recruitment
to an employment agency.
3.1.6 Walk-ins and Write-ins:
Walk-ins are some seekers who arrived at the HR department of BPL in search of a job; Write-
ins are those who send a written enquire .both groups normally are ask to complete and
application blank to determine their interest and abilities. Usable application is kept in an active
file until a suitable opening occurs or until an application is too old to be considered valid,
usually six months.
3.1.7 Consulting the CV Bank:
The unsolicited applications stored in the data bank are consulted. If the quality of a person
matches with the requirements mentioned in the position description, then he / she is called for
interview. If not, then the third step is followed
4. Selection Process
First they select few number of candidates based on their recruitment criteria. There’re different
criteria for different department, all of the criteria is not same but Then the 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.
4.1 Reference Check
Reference checks allow obtaining information and opinions regarding the person’s 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 candidate’s
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 candidate’s immediate
supervisors are needed to be contacted. Permission should be obtained to contact the candidate’s
referee especially if their current employer is contacted. It is not unusual for a candidate to be
uncomfortable with the organization’s 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

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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
referee’s opinion on areas such as quality and quantity of work, strengths and weaknesses etc.
4.2 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.
4.3 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. Medical is also
appropriate for internal candidates if they are applying for positions that require different
physical capabilities.
4.4 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 she/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.
4.5 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.

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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.
4.6 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.
5. Training and Development
5.1 Training:
A learning experience in that it seeks a relatively permanent change in an individual that will improves
his or her ability to perform on the job. To make training a success, a trainer should take care of the
following points:
❖ Make learning meaningful.
❖ Make skills transfer easy and
❖ Motivate the learner
5.2 Employee Training Method
5.2.1 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 trainer’s supervision. On the job training is normally given by a senior
employee or a manager like senior merchandiser or manager. The employee is shown how to
perform the job and allowed to do it under the trainer’s supervision.
Advantages:
➢ Relatively inexpensive
➢ Trainees learn while producing
➢ No need off-site facilities
Drawbacks:
➢ Low productivity while the employees develop their skills
➢ The errors made by the trainees while they learn.
5.2.2 Apprenticeship Training:
It traditionally involves having the learner study under the tutelage of a master craftsperson.

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5.2.3 Informal Learning:
This learning process is not determined or designed by theorganization. But the organization may
ensure it by creating a learning environment in the organization.
5.2.4 Job Instruction Training:
Listing each jobs basic task, along with key points, in order to provide step-by-step training for
employees.
5.2.5 Lectures:
The most simple and quick way to provide knowledge to a large groups of trainee.
5.2.6 Simulated Training:
It places the trainee in an artificial environment that closely mirrors actual working conditions.
5.2.7 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 aspect of business and
management.
•Behavior Modeling:
It involves the Modeling-Role playing-Social reinforcement-Transfer of training.
6. Appraisal
At BPL appraisals are done by few methods
6.1 .1 Self-appraisal system
Goals are set by participative
management approach and performance is evaluated quantitatively against those previously set o
bjectives. Managers appraise the performance of their sub ordinates through a monitoring
system.

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6.1.2 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
6.1.3 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:
6.1.4 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.
6.1.5 Direct payments:
Financial benefits like employer-paid insurance and vacations.
6.2 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
6.3 Establishing Pay Rates
First, The Salary Survey:
A survey aimed at determining prevailing wage rates. A good salary survey provides specific
wage rates for specific jobs. Formal written questionnaire surveys are the most comprehensive,
but telephone surveys and newspaper ads are also sources of information.
Second, The Job Evaluation:
A systematic comparison done in order to determine the worth of one job relative to another.
Job Evaluation method includes:
i. Ranking:

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Involves ranking each job relative to all other jobs, usually based on overall difficulty. There are
several steps in this method:
•Obtain job information for each job
•Rank jobs by department or in clusters
•Select just one compensable factor
•Rank jobs
•Combine ratings
ii. Job Classification:
Categorize jobs into groups
iii. Point Method:
A number of compensable factors are identified and then the degree to which each of these
factors is present on the job is determined.
iv. Factor comparison:
Ranking jobs according to a variety of skill and difficulty factors, and then adding up these
rankings to arrive at an overall numerical rating for each given job.
Step-3Group Similar Jobs into Pay Grades:
A pay grade is comprised of jobs of approximately equal difficulty.
Step-4Price each Pay Grade-Wage Curves:
This curve shows the relationship between the value of the job and the average wage paid for this
job.
7. Benefit Offered
7.1 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.

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7.2 Safeties
SHEQ
⇒ SHES (Safety Health Environment Security)S for Safety H for Health E for Environment
Q for Quality Why Safety and Environment Issues are required? The safety and environment
issues are required because of the following reasons:
•Safety leads improved productivity
•Employees Satisfaction
•To comply the national law and order
•To keep the work environment sound and healthy
•Maximum productivity through employees’ satisfaction
•Helps loss prevention now a day, safety is considered as the most vital issue for all occupation
& work situation in all the developed country of the world. It is very good sign that in our
country certain organizations are also emphasized on safety like other developed country of
theworld. Safety aspects are also incorporated with “IMMSS Policy” i. e., integratedmanagement
system & standard. It is developed from the following standard.
⇔In house safety of the BPL (that was previously practiced)
⇔NOSA
⇔ISO (Especially for electrode business)
⇔Environment Laws of Bangladesh
⇔Labor Law of Bangladesh (it comes from the Salt Act (1905) then Indian Labor Act(1935) and
finally modified through The National Assembly on Bangladesh on 1982.From these standards
IMSS has taken 36 sections under consideration. 20 sections are included from ISO and rest from
others. It should be noted here that IMSS is now on implementation phase and it will take 4 to 5
years to get a shape in BCCP, Bangladesh.
7.2.1 Company Safety Policy
It comes from the group chief executive to adapt in all the country. The local Encounter signs the
policy for each individual country and the copy of the policy is circulated to all the levels in
the organization. So it is the duty of all the employees to emphasize on safety. There is an Oath
in BPL, Bangladesh regarding safety. That is “

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7.2.2 SAFETY FIRST – QUALITY MUST
The safety policy of BPL, Bangladesh “safety health and environment management” which is
signed by the CEO carries certain messages for us. It complies with the local safety laws of
Bangladesh. One important issue of this policy is
7.3 DUTY OF CARE
It can be described as ‘not to do anything that may cause risks to others, properties even
to myself and also let other not to do even that may hazardous to himself only. There is another
planning for emphasized on safety. Safety aspect may include in every one’s KPI & CSF.
There are some other important points of the policy that we should care and implement in our
daily work. The copy of the safety policy is attached herewith for the ready reference. Finally it
should be noted that BPL, Bangladesh not only believes the oath “safety first” but also
implements it through their works. Beginning of the orientation program with Safety Department
may be an example of this practice.
Recommendations
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. S.W.O.T
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.

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Threats (External)
Strong Competitors in Domestic &International Market. Political Instability Government & International
Regulations. Rising Trend of Material Price
Strength (Internal)
1. Employee Empowerment2. Capability to Bring Innovation & product differentiation3. Outstanding
Product Quality4. World Class Professional Service
Weakness (Internal)
Insufficient Working Capital Not Operating in Low Cost Market.
1. The company should be prepared the standard human resource planning. Because the
success and failure of the organization is highly depend on the proper human
resource planning.
2. The OMR process practiced in the organization is a very effective tool to fill probable
vacancy. The in –house circulars within the group also act as a useful device to find the right
person of the right job.
3. The manager – training program of the company is a good way to groom a new
employee to -be – manager for the probable vacancy in the future. The organization
should regularly follow this procedure to build a productive and valuable workforce.
The selection tools and procedures used in this program have also provided to be very
effective. To cope with the ever-changing, competitive corporate world, the
organization should welcome new ideas as well as fresh –starters to trigger
innovative ways to nature overall workforce competence. The assessment center
approach is designed to identify the essential expertise of the candidates that enable to
locate and select the right person for a managerial. This method is formally followed
only in the manager trainee selection system. But this should also be followed in
selecting the entry-level managers too.
4. The HR Department should look into the matter of consuming more time in the process of
calling the applicants after their responses very seriously. The organization could control the
size of applicants’ pool by using more clear and specific statements inthe 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.

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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.
12. Proper 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 humanresource
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 today’s 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 arecherished 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
companiesto introduce newer drugs and newer research products, while at the same timemaintaining a
healthy competitiveness in respect of the most essential drugs. So, it is agreat responsibility for Beximco

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Pharma as well as other companies in this industry toconcentrate on quality product and quality service
to take this industry towards further success. The Bangladesh government should also be considerable
and cooperative to helpthe businesses flourish.

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Bibliography
[1] En.wikipedia.org. (2018). Beximco Pharma. [online] Available at:
https://en.wikipedia.org/wiki/Beximco_Pharma [Accessed 5 Dec. 2018].
[2] Mission & Vision - Beximco Pharmaceuticals Ltd. (2018). Retrieved from
https://beximcopharma.com/about/mission-vision.html
[3] Mission & Vision - Beximco Pharmaceuticals Ltd. (2018). Retrieved from
https://beximcopharma.com/about/mission-vision.html
Appendix
We’ve tried our best to take a photo with the HR manager but didn’t get the permission from upper
level. So we’ve asked him what if our faculty wants prove, what we should do. Simply he has told us that
“Your faculty can contact via phone or email at anytime if needed”.
We’ve managed a group photo without the manager and visiting entry card photo

Page 25 of 25

NSU MGT 351 group project, Beximco Pharma Limited

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