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TABLE OF CONTENT
Introduction 07
Mission 08
Vision 08
Core Values 08
Products & Services 09
Managerial Hierarchy 11
Departments In BPL 13
Swot Analysis 18
Part B Overview of Human Resource Department
HR Department 19
HR Planning 21
HR Policy 23
Code Of Conduct 24
Recruitment Process 25
Selection 28
Part C
Performance Appraisals 30
Training & Development 32
Part D Compensation Management
36
Compensation Components 37
Compensation Dimensions 39
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Non - Compensation Dimensions 40
Compensation Strategy 41
Salary Structures 43
Part E - Employee Relation
Leave Policy 45
Retirement 45
Downsizing 45
Termination 46
Discipline 47
Promotion 48
Criticism 49
Recommendation 49
Conclusion 50
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EXECUTIVE SUMMARY
Human capital is possibly the most vital, yet overlooked, means of establishing competitive
advantage for companies today. Business periodical have featured the “global war for talent,
the need for better ways to encourage innovation, the complexities posed by the maturing
workforce, or the preparedness of the talent pipeline. Human resources leaders should not be
satisfied with simply demonstrating the efficient use of human capital and begin to work on
empirically demonstrating how talent drives the performance of their organization.
Human Resource Management brings out the important values of trust, care, teamwork,
encouragement and development which help the organization meet the principle of being a
good employer and thereby motivating staff to give their best.
Human Resources departments are transforming as the modern business faces numerous and
complex challenges, and exploit opportunities. The transformation of human resources today
is a direct call of the rapid changes within businesses due to factors such as globalization. In
the global competition within the flat and connected new world, decision making in
organizations has become increasingly intricate and convoluted. The new global world has
widened the talent pool for excellent and marginal workers, and for permanent and fluid
workers.
An organization‘s talent can be a source for a sustained competitive advantage and can affect
important organizational outcomes such as survival, profitability, customer satisfaction level,
and employee performance (Pfeffer, 1994; Prahalad, 1983). Human resources need to take
advantage of technology and data analytics to build a global human resource information
system that collects and stores data from various sources. The system will help to analyze the
data to provide business insights, predict future needs and develop strategies to fill those
needs. Companies with the ability to foresee and sustainably manage their workforce needs
especially for high skills – will gain the decisive competitive advantage.
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INTRODUCTION
Beximco Pharma is a Bangladeshi pharmaceuticals company. It is part of the Beximco Group
of companies. Beximco is the largest exporter of pharmaceuticals in Bangladesh. Beximco
having its state of art manufacturing facilities are certified global regulatory bodies of
Australia, Saudi Arabia, Brazil, Germany, and United States. Beximco consistently building
upon its portfolio & currently producing more than 500 products, it comprises of therapeutic
that includes anti – invectives, analgesics, gastrointestinal, respiratory, cardiovascular,
dermatology, oral anti – diabetic, intravenous, ophthalmics & central nervous system.
Beximco is the only Bangladeshi company to win National Export Trophy (Gold) the
national honor for export, record 3 times.
It was founded in 1976 & started their operation in 1980. Its headquarters is in Dhaka.
Manufactured products under the licenses of Bayer AG of Germany & Upjohn Inc of United
States. Beximco Started manufacturing their own formulations in 1983 & launched export
operation in 1992. They 1st exported their formulation in Russia. Then they expand their
export market to Middle East, south-east Asia, Europe, Africa, USA, Canada, Australia, New
Zealand, Philippines. Now Beximco export medicines to more than 45 countries.
Beximco Pharma is listed in Dhaka & Chittagong Stock Exchange in 1992. Beximco is the
only Bangladeshi company to be listed on the alternative investment market of London Stock
Exchange in 2005. It is the only pharmaceutical company in Bangladeshi to enter the US
Market through acquisition of an abbreviated new drag application.
Its manufacturing facilities are located in Tongi, Gazipur, which is covered an area of 23
acres. The main site houses consists of self contained production units including oral solids,
metered dose inhalers, intravenous fluids, liquids, ointments, creams, suppositories,
ophthalmic drops, injectables, nebulizer solutions. The bulk drug unit for producing
paracetamol is also located within this site. Beximco’s penicillin API & formulation units are
situated at kaliokor, few kms from main factory. The Plant & machinery throughout the plant
have been designed & procured from renowned European companies.
Beximco Pharma has its own utility infrastructure to ensure adequate generation &
distribution of purified water at all times. It’s also installed with power generation of 10 MW.
There is also liquid nitrogen generation facility on site. The plant is ISO 9001: 2000 certified.
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There are 12 departments in Beximco Pharmaceuticals, which having total manpower of
2800. Beximco Pharmaceuticals annual revenue is around 9.29 billion tk. Beximco’s main
competitors are Square, Opsonin, Reneta, Orion, GSK, Aristopharma, Incepta, General
Pharma, Eskayef Pharma, and Novartis – Aventis.
Germany Russia
Spain Belgium
UAE Kuwait
Canada USA
Philippines Mauritius
Australia United Kingdom
France Qatar
Bahrain Egypt
Table No 1: list of countries BPL Export Medicines.
MISSION
We are committed to enhancing human health & well being by providing
contemporary & affordable medicines, manufactured in full compliance with good
global quality standards.
We continually strive to improve our core capabilities to addresses the unmet medical
needs of the patients & to deliver outstanding results for our shareholders.
VISION
We will be one of the most trusted, admired & successful pharmaceuticals companies in the
region with a focus on strengthening research & development capabilities. Creating
partnerships & building presence across the globe.
CORE VALUES
An organization value is a belief that a specific mode of conduct is preferable to an opposite
mode of conduct. Every organization thinks as a tool to organizational development &
growth. Some describes as the components of their philosophy. Organizations try to relate
with their beliefs about people and work. They define it as negotiable behaviors. Beximco
follow some core values that helping their company development.
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Table No 2: Core Values of BPL.
They are given below –
1) Commitment to quality: Beximco adopting best industrial practices in all our
operation to ensure highest quality standards of our products.
2) Customer Satisfaction: Beximco is committed to satisfying the needs of our
customers both internally & externally.
3) People Focus: Beximco is gives high priority on building capabilities of our
employees & empower them to realize their full potential.
4) Accountability: Beximco encouraging transparency in everything we do & strictly
adhere to the highest ethical standards, we are accountable for own actions and
responsible for sustaining corporate reputation.
5) Corporate Social Responsibility: Beximco actively take part in initiatives that benefit
our society & contribute to the welfare of our people. We are taking great care in
managing our operations with high concern for safety & environment.
PRODUCTS & SERVICES
Beximco Pharma has diverse products portfolio encompasses a wide variety of therapeutic
categories including antibiotics, respiratory, cardiovascular, central nervous system,
dermatology, gastrointestinal etc. Beximco Pharma currently producing more than 500
Commitment to quality
Customer Satisfaction
People FocusAccountability
Corporate Social
Responsibility
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products in different dosage form. In 2012 Beximco launched 26 new products that include
dosage forms & strengths. A list of Beximco products are given below –
Respiratory
Azmasol Inhaler
Iprasol Inhaler
Bexitrol F – Inhaler
Sysbion Inhaler
Decomit Inhaler
Cesonide Inhaler
Aeranid Inhaler
Monocast
Curin
Atrizin
Nasal Sprays
Respiratory Solutions
Tofen
Symbion Inhaler
Ophthalmology
Tearon
Vivis
Odycin
Olopan
Tofen
Ocutrex
Alastine
Evo
Xalonol
Cinerex
Opanac
Rubalon
Inflavis
Cinarex D
Xalaprost
Central Nerve System
Frenxit
Seropam
Xetril
Zolex
Nightus
Keolax
Modipram
Epilep
Flurium
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Table No 3: List of Products of Beximco Pharmaceuticals
MANAGERIAL HIERARCHY
Beximco Pharmaceuticals limited is managed by the board of directors, an executive
committee & a management committee. Board of Directors is responsible for the corporate
governance. Board of Directors of consist of 12 members its including the chairman A.S.F
Rahman & vice Chairman Salman F Rahman. Executive committee is consists of 5 member,
it’s headed by Osman Kaiser Chowdhury, Nazmul Hassan Managing Director. The Executive
committee is accountable for both operational & financial performance of the company. This
committee is also responsible for budget approval, policy adoption or changes, new project
review & compliance audit.
Management Committee consists of 4 members. This panel is headed by Managing Director
Nazmul Hassan. This committee is reviews & manages day to day business operation &
recommends’ strategy option to the Executive Committee.
Nutraceuticals
Bextram Gold
Bextram Silver
Bextram Teen Hm & Hr
Calorate
Jointec Max
Neurocare ( Vitamin B1,
B6, B12)
Aristrovit – M
Aristrovit – B
Aristocal
Aristocal D
Hemofix
Hemofix FZ
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Table No 4: Managerial Hierarchy of Beximco Pharmaceuticals.
Name Rank
ASF Rahman Chairman
Salman F Rahman Vice Chairman
Osman Kaiser Chowdhury Director
Nazmul Hassan Managing Director
ARM Zahidur Rahman Executive Director, Production
Lutfur Rahman Director, Manufacturing
Zakaria Seraj Chowdhury Director, International Marketing
Afsar Uddin Ahmed Director, Commercial
Prabir Ghose Executive Director
Jamal Ahmed Chowdhury Executive Director ( Finance & Account)
Mohd Tahir Siddique Executive Director, Quality
Shamim Momtaz Executive Director, Manufacturing
Table No 5: Board of Directors list.
Chaiman
Vice Chairman
Managing Director
Deputy Managing Director
General Manager
Asistant Gerneral Manager
Manager
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EXECUTIVE COMMITTEE
Osman Kaiser Chowdhury – Member of Board of Director
Nazmul Hassan – Managing Director
Rabbur Reza – Chief Operating Officer
Ali Nawaz - Chief Financial Officer
Afsar Uddin Ahmed – Director, Commercial
Mohammad Abul Qasem – Director
Dr. Abdul Alim Khan – Director
Iqbal Ahmed – Director
Abu Bakar Siddiqur Rahman – Director
Barrister Faheemul Huq – Director
Advocate Ahsanul Karim – Director
Md Asad Ullah – Secretary
MANAGEMENT COMMITTEE
Osman Kaisar Chowdhury – Member of Board of Director
Nazmul Hassan – Managing Director
Ali Nawaz – Chief Finance Officer
Rabbur Reza – Chief Operating Officer
DEPARTMENT IN BPL
BPL operates its business through extensive departmentalization as needed for specified
effectiveness of the tasks. The business activities of BPL are directed, controlled &
monitored from head office of Beximco Pharmaceuticals ltd. Being a leading pharmaceutical
company in the country it employs a good number of people in different department to keep
its business thriving. There are 12 departments in BPL, these are –
Central Product Management Department Purchase Department
Market Research & Statistical
Department
Sales Department
Human Resource Department Sales & Training Department
MIS Department Multi – Media Department
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International Marketing Department Factory Department
Medical Service Department Finance & Accounts Department
Table No 6: List of Department in BPL
1) Central Product Management: Central Product Management department takes care of the
total marketing of the products. Central Product Management (CPM) is the core
department of BPL. This department mainly focuses and gives emphasis on the
strategies. Central Product Management includes the activities of marketing and sales
promotion of both Beximco Pharmaceuticals Ltd. (BPL) and Beximco Infusion Ltd.
(BIL). CPM plans and develops sales and promotional activities to be implemented by the
Sales department as these two departments have a very close circuit relationship and each
depends on the other for successful achievement of marketing and sales objective. The
CPM department works in coordination with other departments. Those departments help
and assist the product officers in providing them with information and designing the
various promotional tools.
Major functions of CPM:
Preparing product literature and promotional materials for doctor.
Determining the packaging pattern, color, size.
Setting target sales.
Searching about competitor’s strengths, weakness and opportunity.
Issuing budget in consulting with different department.
2) Purchase Department: Purchase department interacts directly with the planning,
production, and finance department. Finance department develops a cash flow budget at
the beginning of the year. The sales department fixes the sales target. According to the
demand, Purchase department starts their operations which are mentioned below in the
sequential basis:
Being ordered from the planning department, the department establishes and
calculates the cost of raw materials necessary.
Split out the whole year’s demand for raw materials on monthly basis.
It asks for cash to the finance department.
Decide which product to purchase from the local market and which to import.
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3) Marketing Research & Statistical Department: Market Research & Statistical Cell
(MRC) Department plays a vital role in looking for market share of the company in the
industry. The whole country is divided into 829 territories under 20 regions. Headed by a
manager, 30 Market Research Representatives (MRR) does the task of market survey.
The department discloses the trend of increasing or decreasing market share by compiling
the received data from the market.
Functions of Marketing Research & Statistical Department:
Forecasting future market share in response to the data from the market research
representative.
Recruitment of research persons in consultation with the Human Resource
Department.
Strategy developing for effective market survey.
Performance evaluation of the market researchers.
4) Sales Department: Sales department is forecasting the sales. The major responsibilities of
this department are, preparing the strategies for expense budget through CPM, and
generating the demand in the market through MPE. The main goal of sales department is
sales achievement. An Executive Sales Director is the head of the department. This
department consists of Sales Manager (SM), Deputy Sales Manager (DSM), Regional
Sales Executives (RSE), Area Sales Executives (ASE), and Medical Promotion
Executives (MPE). The department divided the whole country into 20 regions and
assigned 20 Regional Sales Executives to control sales activities. Functions of this
department is given below –
Forecasting future sales in consultation with the CPM department.
Recruitment of sales force in consultation with the HR department.
Budget estimation in consultation with the Finance department and with the
Director of Marketing and Commercial.
Ensuring product availability.
5) Finance & Accounting Department: Finance & accounting department main functions is
to look after the all the financial & accounting activities in BPL. There are three wings
under finance & accounting department, these are –
Treasury Accounts – Fund Management, Maintaining banking transactions loan &
leases, Employee Payroll.
Financial Accounting – Monthly Reports, Auditing, Preparing Financial Reports.
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Managerial Accounting – Budgeting, Costing, Internal Reporting.
6) Management Information System: MIS Department takes care of total automation of
BPL. It supports the hardware and software network of the company and the factory. The
department provides services through SNA Server, WIN NT Server and SQL Server. BPL
Operational headquarters is linked to the corporate headquarters through fiber optic cable.
MIS Department also established a wide area network with the 12 depots around the
country. The department develops the access control & attendance monitoring system
internally. It maintains the radio - link between the factory and the head office. The
software section is to work for developing software for developing software solutions as
per as organizations requirements.
7) Multimedia Department: Beximco Pharmaceutical is the only pharmaceutical company
that has a multimedia department. This is helping in the product promotion. It designs
medical videos for the doctors. The color, size, shape, lettering of the text are carefully
selected to attract the target audience easily. It has designed some Kiosks that have been
placed in the medical colleges for the students to learn and be trained. The department
also provides audio visual aids to other departments of the company and also assists to
decorate the publication. Major functions of multi - media departments are -
Web page Designing.
Developing multimedia presentation for presentation programs.
Making videos of conferences, meetings.
Designing the cover page of annual report.
Making video for products.
Keeping records of annual meeting.
8) Medical Services Department: This department is a unique department in this industry as
BPL established this first ever in order to create easy relationship through linkage with
the doctors, the ultimate customer of the pharmaceutical companies. It Provides services
like - slide preparation, providing different journals, books to the health professionals on
different issues and receives feedback from them. It arranges seminars on different issues
such as diseases and their cures in different parts of the country. It publishes a special
medical newsletter quarterly and sends the current issues to the enlisted doctors at free of
cost. The newsletter consists of important, recent medical articles. It also provides news
gathered from internet and allows free browsing facilities for the doctors. Thus, it helps
the medical community and at the same time increases the brand image outside.
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9) Sales & Training Department: This department responsibility is to provide training to the
firm’s employees and management. There are one manager, two assistant manager, and
ten officers in this department. The curriculum of training varies from group to group.
Training has been provided through lectures with the assistance of handout, multimedia
projector, technical memorandum and training materials. The department basically offers
four types of training programs –
Induction training programs for MPEs.
Supervisory Management Programs for ASEs
Advanced supervisory Management
Refresher training programs for everyone in sales
10) International Marketing Department: In 1991 the company took the challenge to venture
into the international arena. At first it started exporting only formulation products. Then
in 1996 BPL 1st exporting their finished goods. This department is concerned with the
international promotion and marketing of BPL finished products and basic chemicals. On
a continuous basis, it has to analyze certain criteria of overseas markets:
Country Profile - (Population, country size, land area, grow rate, fertility rate.)
Health Status - (Health, Manpower, People per doctor)
Economic Overview - ( GDP, size of household, government health expenditure as
percent of GDP)
Medical Infrastructure - (Number of dispensaries & hospitals, no of beds)
Legal Aspects - (Govt. regulatory affairs, export - import regulations trade barriers,
registration procedures)
11) Works Department: Beximco factory complex has 13 acres of land and a covered space of
2, 50,000 sq. ft. Total manpower in the factory is 600. It has two types of plants - 1)
Formulation plants for pharmaceuticals, 2) Raw Materials Plants. There are 18
departments in the factory this are -
Solid Department Warehouse Department
Liquid, Cream & Ointment Department Basic Chemical Unit Department
Antibiotic Formulation Department Cox - Block Department
Quality Control Department Project Development Department
Quality Assurance Department Training Development
Product Development Department Safety, Health and Environment Department
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Production Planning Department Administration ( factory) Department
Engineering & Maintenance Department Financial System Department
Metered Dose Inhaler Plant Accounts ( factory) Department
Table No 7: List of Departments in BPL Factory
SWOT ANALYSIS
Strength Weakness Opportunity Threats
Strong Brand Image. Production cost is
high.
Can increase their
market share by
producing more
products.
Strong Competitions
from locals &
multinationals like –
Square, Reneta,
Opsonin
Aristopharma, GSK
& Sanofi – Aventis
Experienced
Management, highly
skilled work force &
diversified business
mix.
They have to depend
on the raw materials
from outside.
Can invest more on
production facility of
BPL.
Current financial
crisis both in
Bangladesh &
Europe may hamper
their expansion
inside & outside of
Bangladesh.
Sound working
Environment.
No labor union. Beximco can expand
their foreign export
& look for new
market.
Rivals company
spreading false
propaganda about
Beximco.
State of the art
Production Facility.
Many Substitutes are
available in the
market.
Can more involved in
different social
initiatives.
Instable Political
turmoil in
Bangladesh may
hamper their growth.
Involved in different
social initiative.
Lack of
informational
reliability, since
Beximco can take
more aggressive
promotional strategy.
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market is too large.
Excellent distribution
network.
Sales activities are
less founded in
remote rural areas.
Beximco can give
more benefits to
employee’s that will
increase loyalty that
will be shown up in
their working
productivity.
Market leader in
pharmaceuticals
industry.
It Produces very
small kind of inject
tablets.
Beximco can arrange
more training for
their employee.
Demand of product
from foreign
countries.
Bad image in capital
market & involved in
many corporate
scandals
In depth industry
experience.
Table 8: Swot Analysis of BPL.
HUMAN RESOURCE DEPARTMENT IN BPL
Human Resource Department is now a vital part in organization. Human Resource
Department is responsible for developing employee’s behavior, personal skills, and abilities
organizational and individual’s goals encouraging people to be productivity and satisfied
employees.
In country like Bangladesh, human resource department is considered to be a new
department. It is important that organizational affairs take as most important one. Beximco
Group is one of the biggest names in corporate world in Bangladesh, Beximco
Pharmaceuticals ltd which is under Beximco group which has almost 2700 employees. M
Bhuiyan is the Hr Manager of Beximco Pharmaceuticals ltd.
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HR Department is playing a crucial role handling all the employee related matters and trying
their level best maintaining standard in achieving their goals and objectives. HR Department
functions are –
1) Recruitment & Selection.
2) Compensation Management.
3) Training & Development.
4) Performance Appraisals.
5) Employee Relation.
HR DEPARTMENT OBJECTIVES
Right People in right place.
Effectiveness of procedure for recruiting, placement, career planning, training and
development and promoting all level of employee.
Appropriateness of reward system for motivating and changing employees.
A work environment that minimize absenteeism and keep turnover at a desirable
level.
Implications for the future demand of HR.
RESPONSIBILITIES OF HR MANAGER
Responsible for the whole activities of HRD.
Implement HR Strategy smoothly and properly.
To ensure the smooth work environment for the employees.
To measure yearly performance appraisal for the employees.
Maintaining overall monitoring and control system.
RESPONSIBILITIES OF HR DEPARTMENT OFFICER
Hr Officers recruit MPE and officers.
They review organizational structure.
Maintaining employee’s personal file.
Prepare job description for the employees.
Providing safety & security for the employees.
Maintaining attendance and leave for the employees.
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HR PHILOSPHY
Beximco Pharma considers human resources a very important department. Beximco Pharma
is well aware of their human resource. Beximco recognizes human resource a forms of the
core competences that assured their success in business level. Their HR Philosophy is given
below –
Having a HR Philosophy & values consistent with those of the organization.
Having a HR vision that is actively shared by the entire group and that always
targeted his goal.
Having the best HR available for organization.
Having a HR philosophy that is always proactive not reactive.
Table No 9: Hierarchy in Human Resource Department
HUMAN RESOURCE PLANNINING IN BPL
Human Resource Planning is a process of forecasting an organization’s future demand for,
and supply of the right type of people in the right number. This process is after only HR
department can initiate the recruitment & selection process. HRP is a sub sys tem in the total
organizational planning. Organizational planning includes managerial activities that set the
Manager
Senior Executive
Officer
Executive Officer
Officer
Junior Officer
Asistant Officer
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company’s objectives for the future. It is an integrated part of strategic management. HRP is
also called manpower planning.
Beximco Pharmaceutical limited maintains some planning programs for their future
development job the employees and their work force. These are given below –
Table No 10: HR Planning of Beximco Pharma limited
Environmental Scanning: Environmental scanning refers to the systematic monitoring of the
external influences, it includes -
o Economic factors - general & regional factors
o Technical Changes - robotics and automation
o Demographic Changes - age, population & literacy
o Political & legislative issues - laws & administrative rulings
o Social factors - Child care, educational facilities
Organizational Objectives & Policies: HR Plans need to be based on organizational
objectives. In practice, this implies that the objective of the hr is directly derived from
organizational objectives. A specific requirement in terms of number & characteristics of
employees is deriving from organizational objectives. Once the organizational objectives is
Environment
Organizational Objectives
& Policies
HR Needs Forecast
HR Supply Forecast
HR Programming
HR Implementation
Control & Evaluation of Programme
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specified, communication and understood by all concerned. HR department mainly specify its
objectives to HR utilization in the organization. In developing these objectives, specific
policies need to be formulated to following questions -
Are vacancies to be filled by promotion from within or hiring from outside?
How do training & development objectives interface with hrp objectives?
How to enrich employee’s job? Should the routine and boring jobs continue or be
eliminated?
How to downsize the organization to make it more competitive?
HR Demand Forecast: Demand Forecast is the process of estimating the future quantity and
quality organization required. The basis of the forecast must be annual budget and long term
corporate plan, translated into activity levels for each and every department. For demand
forecasting, there are several factors both external and internal - competition (both in
domestic & foreign), economic climate, laws and regulatory bodies, social, technological.
Internal factors such as budget constraints, production levels, new products & services,
organizational structure & employee separations. Beximco follows some techniques
regarding demand forecasting -
Management judgment Ratio - trend analysis
Regression analysis Work study techniques
Delphi techniques Flow models
Table No 11: List of HR Demand Techniques.
HR Supply Forecast: Personnel demand analysis provides the manager with the means of
estimating the number and kind of employees that will be required. The next step for the
management is to determine whether it will be able to procedure the required number of
personnel. This information is provided by supply forecasting. Supply forecasting measures
the number of people likely to be available from within and outside. Supply analysis covers -
Existing human resources
Internal sources of supply
External sources of supply
HR Programming: It is called human resource information system, it is a process by which
collecting, storing, maintaining, retrieving and validating data needed by an organization. It is
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usually a part of organization larger management information system. This programme is full
computer control system, which provides accurate and timely data for decision making. HRIS
covers the area of training management, risk management, turnover analysis, succession
planning, flexible benefits administration, attendance reporting and analysis, financial
planning.
HR Implementation: Implementation requires converting an hr plan into action. A series of
action programmes are initiated as a part of HR plan implementation. Example such as -
recruitment, selection and placement, training & development, retaining & redeployment, the
retention plan, and the succession plan.
CODE OF CONDUCT
For stronger compliance culture the employees of Beximco Pharma should follow the
principles and practices established by the company. This code of conduct is very important
to the employees as it describes the terms and condition of employment. The code of conduct
has been adopted in order to describe the following standard of Beximco Pharma -
1) Full loyalty to Beximco Pharma limited.
2) Ethical and legal behavior
3) Support & respect the protection of internationally proclaimed human rights
4) Professionalism & fair business practice
5) Fair and appropriate consideration of the interest of the stakeholders and environment.
6) Fair labor standards; ensure health and safety of the workers.
7) Safeguard the confidential business information of Beximco Pharma ltd.
The Code of Conducts covers the following areas -
a) Personnel obligation
b) Conflict of interest
c) Discrimination
d) Insider trading
e) Anti - trust
f) Compliance with the law
g) Use of protection of business assets & information.
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RECRUITMENT
Recruitment is a process by which searching for and obtaining applicants for jobs, from
among whom the right people can be selected. Beximco Pharma has an extensive recruitment
process. According to their need, they hire people that help organization need and fulfilled
standard that increase effectiveness & efficiency of BPL. They generally recruit 3 times a
year and sometimes recruit according their need.
RECRUITMENT PHILOSOPHY
Beximco commits to promote best employment equality practice in its efforts to eliminate
discrimination and create working environment treated everyone with fairly & respect. No
written document is maintained in its recruitment and selection philosophy is concerned.
Beximco believes in -
To have a workforce that reflects the diversity of local communities and believe that
it can best serve the citizens of the country
All people should have an equal chance to apply for vacant position & considered for
jobs.
People’s differences should be valued.
Ensure all employees are aware of the company’s employment equality policy
statement through training and guidance.
Create working environments that promote fair & equal opportunities.
Take seriously any concerns that an existing employee or job applicants raises.
Harassment, bullying & discrimination are not acceptable.
Compliance to have strict rules to ensure that recruitment decisions are based on
merit
RECRUITMENT GOALS
Replacements for turnover.
Current or future expansion.
Upsizing the caliber of talent because top talent has become available.
Learning from others.
Increasing the capability of the firm by adding new skill sets.
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RECRUITMENT PROCESS
Table No 12: Recruitment Process of Beximco Pharma.
1) Determined the number of vacant post: At first Hr department determined how many
vacant vacancies are there in different department of BPL. HR department asks other
departments how many employees they need.
2) Determining the job criteria: HR department consults with other departments regarding
vacant job criteria. As different jobs required different criteria.
3) Job Advertisement: Beximco Pharma Post their job advertisement to newspaper,
bdjobs.com and their own web portal.
4) Inviting Applicants: After advertising job post, applicants submit their CV or Resume
through e -mail, bdjobs.com Beximco Pharma account. Beximco Pharma also has a CV
bank. After submitting their application an auto generated tracking number & CV
identification is given to candidate.
5) Screening: After submission of CV hr department sorted out selected applicants for
written test. Screening based on various factors & requirements.
6) Written Test: After selecting applicants from, they are being call for written test. Written
test consist of 100 numbers. Bangla - 20, English - 20, General Math - 20, General
Knowledge - 20, essay - 20. Those applicants’ secure highest marks are called for viva.
Determined the number of
vacant post
Determined Job Criteria
Job advertisement
Screening Written Test Viva
Selection & Job offer
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7) Viva Test: Viva test consists of 100 numbers. An independent viva panel conducts the
viva test. Panel board given the at most power regarding interview, their decision is
considered the final one. No interferences will be allowed in this process.
8) Selection & Job offer: After the end of interview, number of written & viva test will be
counted. Those applicants who got highest marks will be chosen and will be consider for
vacant post. His selection letter will be send through e-mail, Mailing or call up by hr
department. Applicants must have to sign contract paper for job.
RECRUITMENT SOURCE
Beximco always try their level best attracting the best talent for recruitment. Maximum
possible range of labor markets and other places where from they can get most suitable &
obtain qualified applicants, in terms of required characteristics determined by job analysis.
But while choosing the source, the strength and weakness is measured by Beximco.
Table No 13: Source of Recruitment.
Recruitment
Internal Source
External Source
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Recruitment Source Name
Internal Source Present Employees, Employee Referrals,
Former Employees, Previous Employees,
Trade union, Employee Association.
External Source Advertisement, Recruitment Agency, Job
Fair, Campus Recruitment, Employee
Exchanges, Interns
Table No 14: Source of Recruitment.
SELECTION
Selection is a process starts with gathering information from a candidate’s application and
ends up with selecting him for a particular position of an organization.
Selection criteria at Beximco: To select the appropriate candidate is very important because
more attention is paid to the costs of poor selection. The selection decision has always been
important as the way for a company to obtain the human resource that is appropriate for the
job and company. Beximco created selection criteria to make the selection procedure easier.
Developing good selection criteria is a very useful technique for outlining the particular
needs of department for a particular position. This process makes the selection procedure
much easier, Specific, straight forwarder and less subjective. The three standards followed in
Beximco are explained below -
Job Relatedness: Job relatedness means that every standard must be specifically
connected to the work to be performed on the job. All qualifications used to screen
applicants in the hiring process are directly related to the job being filled. If, for example,
there is a requirement for a bachelor's degree, that standard is shown directly related to
the position. A candidate with a Ph.D. (in a field not directly related to the position being
filled) would not be more qualified than an applicant with a bachelor degree in a related
field. If specific knowledge of budget procedures is given as a requirement, the position
must require the application or use of that knowledge.
Job Measurability: Minimum qualifications and selection criteria is always measurable
and demonstrable. That means they can be measured objectively or clearly demonstrated
by the applicant or the applicant's past history. If a selection criterion called for maturity
or attitude, there might be many interpretations of what those standards mean. Therefore
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it would be very difficult to measure the applicant against those vague criteria. A standard
such as demonstrated ability to work effectively with supervisors, peers, subordinates,
would much more closely fit the requirement of measurability and demonstrability.
Demonstration of this agility is verified through references, letters of recommendation,
and checks with previous employers. Even a criterion such as "good typist" is not as
easily measurable as ability to type 60 words a minute with only three errors.
Successful Completion of Work: Criteria listed as minimum qualifications or selection
criteria must be necessary to perform the work successfully. If a bachelor's degree is
given as a requirement for the job, but it cannot be demonstrated that the actual degree is
necessary for the performance of the job, then a criterion like bachelor's degree or
equivalent" is used instead. Relevance and quality of education may be considered in the
selection process but must be shown to be necessary for the particular job at hand.
SELECTION TOOLS
The Chief Executive Officer has sole authority for any selection without any competitive
examination. Otherwise the following process is used for employee selection by Beximco.
Written Test: Written Test is only applicable for junior management and non
managerial contractual positions. In exceptional cases where specific knowledge and
skill areas are needed to be identified and interview is not sufficient enough to deal
with, written test is applied as selection tools.
IQ Test: IQ Test is applicable for all junior management and non managerial
contractual positions. Human Resource Department is solely authorized and
responsible for selecting the question patterns, venue and time of examination.
Interview: Following the standard of interview process for senior management, mid -
level, junior management, managerial contractual & unionized employees. These are -
1) For senior management interview is conducted in three phases, before
offering employment it requires approval of managing director. The
interview board consisting of senior officials of company, one member of
board of director and representatives from outside.
2) For mid - level management interview conducted in two phases. In first
phase of interview is conducted by mid - level executive from HR and a
senior executive from concerned department. In 2nd & final phase, interview
board conducted by HR Manager & concern Department head.
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3) For junior management, non managerial contractual & unionized employee’s
interview is conducted in a single phase. The interview board consists of
representative from HR Department & from concerned department.
Signing Authority: HR Manager has sole authority for any employment up to mid level
manager, non management, & all contractual employees. Managing Director has sole
authority to sign employment of senior management.
SELECTION PARAMETERS
Analytical Skills
Communication Skills
Leadership Skills
Self Motivation
Management Skills
Negotiation Skills
Decision Making Skills
EMPLOYMENT CHECKLIST
Application For Employment
Copy of all educational certificates
Four copy of passport size photo
Medical Declaration form
One copy of CV or Resume.
PERFORMANCE APPRIASALS
Performance appraisal is the process of assessing employee’s past performance, primarily for
reward, promotion and staff development purposes. Performance appraisal is a process that
identifies, evaluates and develops employee performance to meet employee and
organizational goals. Performance Appraisal doesn’t necessarily use to blame or to provide a
disciplinary action. Previous management theories used to view performance appraisal as a
stick that management has introduced to beat people. Performance appraisals are now more
clarified and they concentrate on developing organizational strengths and employee
performance.
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Purpose of Performance Appraisal in Beximco Pharmaceuticals ltd:
To review past performance
To assess training needs
To help develop individuals
To audit the skills within an organization
To set targets for future performance
To identify potential for promotion
To provide legal & formal justification for employment decision
To diagnose the hidden problems of an organization.
Table No 15: Performance Appraisals Process of BPL
Subordinate
Supervisor
peers
Clients
Self Appraisal
180/360 degree
approach
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TRAINING & DEVELOPMENT
Training is a process of education to learn new information & to emphasize existing
knowledge & skills. Training increases organizational productivity as well as develop the
personnel of any organization. The goal of training is to master the knowledge, skills &
ability that have been taught in training program & apply it to day to day affair in duty.
Training talks about know how & most of the organization know the importance of training.
Beximco Pharma arranges continuous training programme for their employee, it consist of
top management, mid – level management, junior employee.
Training & development can be initiated to remove following –
Performance Gap learning needed to meet performance
standards for job
Growth Gap learning needed to achieve career goals
Opportunity Gap Learning needed to qualify for new role.
Table No 16: Training Importance.
Beximco Pharmaceuticals training programme is conducted by human resource department.
Selection of topics is done according to organization time & needs. This training course has
been taught during training season –
Communication Skills
Computer Skills
Leadership
Time Management
Total Quality Management
Crisis Management
Team Management
Event Management
Employee Relationship
A training program should be organized only when it is identified that –
- A Performance appraisal indicates improvement is needed.
- To benchmark the status of improvement in a performance improvement effort.
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- To solve any specific operational or business problem.
To identify training needs Beximco contains four types of analysis.
Organizational Analysis: It centers the organizational goals. How long & what steps
needs to be taken to reach organizational goals. The analysis of the organizational
goals established the framework in which training needs can be define more clearly.
Operational analysis: Operation analysis focuses on the task or job regardless of the
employee doing the job. This analysis includes the determination of the workers
specific behavior requirement to perform the job effectively.
Efficiency & Effectiveness analysis: This part of analysis focuses on how training
will give benefits to employee & organization in long & short run. It also emphasizes
on training cost.
Planning & Designing Effective Training System: It is very important to make plans and
design an effective training system before the process is undertaken. Design a training system
according to the instructional design process which refers a Systematic approach for
developing training programs. Following are the six steps of this process.
Assessing the needs of training
Employee Readiness for training
Creating learning environment
Ensure transfer of training
Select training method
Evaluate training programs
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Table No 17: Training Design Process of BPL
MATERIALS USED BY BEXIMCO
Beximco uses a variety of tools & equipments to impact effective training. They are -
Lectures, conferences, seminar, staff meeting, short courses through
coaching
Role Playing & job rotation
Case or project studies & problem solving sessions
Use of charts, brochures, booklets, handbooks, manuals, journals
Graphs, pictures, presentations slides, projectors
Reading rooms, library where specific books & journals are available in
library
Visit the factory
Table No 18: Material used during training session
Conducting need assesment -
Organizational analysis, personal
analysis, Task analysis
Ensuring employee readiness for training -
Attitude, motivation, basic skills
Creating a learning environment - learning
objectives, Materials, Practice, Feedback,
Modeling
Ensuring transfer of training - Self
management, Peer & Manager Support
Developing & an evaluation plan - Identify
learning, Outcomes, chose, Evaluation,
Design, Benefit analysis
Selection training methods -
Traditional VS E -learning
Monitoring & Evaluating - Conduct
evaluation, make changes to improve
the program
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TRAINING METHOD
Once the organization has decided to train employees and have identified their training needs
and goals, the organization has to design appropriate training program. Beximco mainly
follows 3 types of training. The most popular training methods used by the organization are -
1) In house training. - On Job training, Demonstration, Team Training
2) Oversees training.
3) National training
IN HOUSE TRAINING
Beximco Pharma ltd has own training institute where this training has been going on.
Generally top to junior level employees attend that session.
Training Name Explanation
On Job Training From the entry level officer to the company
president, gets some ‘on the job Training’
when he/she joins a firm. Beximco provides
the most common OJT for their employees. It
is the most common, the most widely used
and accepted and the most necessary method
of training employees in the skill and
essential for acceptable the job performance.
Demonstration Demonstrations are very effective method in
teaching because it is much easier to show a
person how to do a job rather than to tell him
to gather information’s from theories.
Demonstrations are often used in
combination with pictures, lectures, text
materials, case studies.
Team Building Team training involves coordinating the
performance of individuals who work
together to achieve a common goal.
Depending upon the needs beximco needs it.
Table No 19: Training Method used by BPL
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OVERSEES TRAINING
Each year beximco Pharma sends a particular employee or group for foreign training.
Generally top management employee such as manager of particular department selected for
training. This training duration depends in which subject training is going on it may be 2
months, 4 months or 6 months. Employees are being sent for training on different subject
such as - production & operation management, marketing, ERP (Enterprise resource
planning) & corporate management. Beximco also sent their representatives to attend seminar
or workshops as a part of oversees training.
NATIONAL TRAINING
Beximco arranged national training programme for their sales representatives, distributor.
The main aim of this training is to give them the right idea how to handle the management &
business perspectives. Representatives & distributor from all around Bangladesh attend the
training programme. This training duration is 3 days. This training session contains
presentation slides, case study, audio visual & question and answer session.
COMPENSATION MANAGEMENT
Compensation management refers to the process of establishing the structure of wage levels
for various positions, designing incentive systems and setting individual wages and incentives
within these established structures. Compensation management is a major aspect of personal
management which impacts the overall performance of the firm. Compensation has an impact
on job satisfaction, employee turnover, productivity and total organizational effectiveness.
Total compensation consists of base pay, incentives and benefits. Non – monetary factors
such as physical working conditions, training opportunities and the social environment also
have major impacts on recruiting and keeping good employees.
Beximco Pharmaceuticals are giving the best possible compensation to their management,
employee & worker that ensure satisfaction. There compensation components are divided
into three parts -
Compensation Components.
Compensation Dimensions.
Non – Compensation Dimensions
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COMPENSATION COMPONENTS
Base Salary: Base Salary is the amount of money that an employee gets from companies. For
example – Beximco Pharmaceuticals base salary for junior officer is around 35,000 BDT. In
base salary Beximco only pay for employee’s monthly work.
Benefits: Beximco Pharma gives their top level, mid level & junior employees certain benefit
that is actually also called indirect compensation for their working recognition.
Allowance: Beximco Pharma gives allowance to their employees from top to bottom.
Beximco Pharma provides allowance like House Rent, Medical Allowance, and Children
Education.
Short Term Incentives: Beximco Pharma maintained some criteria regarding short term
incentives. These criteria are –
As an individual contributor
As a member of a team
As a member of a work unit and
As a member of the organization
Reward for individual contributor:
Attendance Bonus
Length of service and senior based rewards
Patent Rewards
Contest Bonuses
Reward for organization wise:
Scan loan Plan
Profit Sharing
Timing Bonus - Eid Bonus, Vacation Bonus
Long Term Incentives: Beximco gives their employees especially for top management
executive special long term incentives because of their long term performance objective.
Their long term incentives are –
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Stock options schemes
Restricted Stock option
Qualified Stock options
Non – qualified options
Severance Package
Annual Bonus: Beximco generally gives their employee annual bonus based on employee’s
normal pay for fiscal, or calendar year, achievement of individual, bus iness unit. Beximco
Bangladesh generally gives lump sum payments cash or stock.
Monthly Bonus: Beximco gives monthly bonus based on employee performance, his role in
company’s monthly profit outcome. They generally give cash or holiday package to their
employee as monthly bonus.
Cash Profit Sharing: Beximco provides their employee participations in profit sharing. These
programmed include a predetermined and use a formula for allocating profits shares among
participants and distributing among employees under this programmed. But sometimes this
programmed discretionary. Generally Beximco distribute in cash deferred as retirement
programs.
Recognition Awards: Beximco gives recognition based on employee’s performance, merit. It
can be cash or non cash. It is a prize and symbol of reward given for employee’s outstanding
performance in organization. These awards can be form of money, awards, plaques, Public
commendations.
Non – cash incentives: Beximco gives their employees different kinds of non cash incentives
these are –
Extra time off
Meal or Merchandise awards
Reserved Parking space
Membership in clubs
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COMPENSATION DIMENSATION
Beximco Pharma maintained some rules & regulation regarding their compensation
dimensions. These are –
Name Explanation
Pay for work & performance Beximco generally pay their work &
performance. As good as work as good are
their benefits. Payments for work &
performance the disbursements of money
within a short term period – weekly, month,
bonus or annual awards.
Pay for time not worked Beximco give salary to employee for not
work these are – marriage leave, maternity
leave, funeral leave.
Loss of job continuation Job security has always been an important
aspect of employment. Employees need to be
assured of their job and economic security.
Accidents, personal problems, work
performances are some of the reasons that
will cause a temporary cessation of
employment or a permanent termination.
Disability Income Continuation When an employee suffers from a disability
due to an illness or accident, he is unable to
execute his tasks effectively. In addition to
paying for daily living expenses, the
employee also has to pay for the hospital
bills. Employee compensation, in the form of
medical leave and short-term and long-term
disability plans, exists to assist an employee
who is incapable of working due to poor
health
Deferred Income Most employees depend on programmed
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provided by their employers to ensure a
continuous income after retirement. There are
two main reasons why such programmed
exist. First, most people do not have enough
savings upon retirement to enable them to
continue enjoying the comfortable lifestyle
they were accustomed to when they were
working. Therefore, programmed like the
retirement allocation planning programmed,
savings and thrifty plans, annuities and
additional income plans are drawn up by
organizations to provide employees an
ongoing income after their retirement.
Secondly, the laws and tax regulations make
the deferred income plans more attractive to
the employees.
Health, Accident and Liability Protection Apart from income to sustain a comfortable
lifestyle, income for products and services to
heal an illness or disability is also of great
concern to employees. Beximco offers
various insurance plans to assist in paying for
their medical.
Income Equivalent Payments Income equivalent payments are also known
as perquisites or perks. Some of these special
benefits are exempted from tax, and this is
advantageous for employers and employees.
Examples of special benefits are provision of
credit cards, allowance to attend official
meetings, subsidized food and childcare
services.
Table No 20: Compensation Dimensations of BPL.
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NON COMPENSATION DIMENSATIONS
Non Compensation rewards are all the situation related rewards not included in the
compensation package. These rewards have an almost infinite number of components that
relate to the work situation and to the physical and psychological well-being of each worker.
Beximco always try their level best to give all this things -
Enhance dignity and satisfaction from work performed
Enhance physiological health, intellectual growth, and emotional
maturity
Promote constructive social relationships with co-workers
Design jobs that require adequate attention and effort
Allocate sufficient resources to perform work assignments
Grant sufficient control over the job to meet personal demands
Offer supportive leadership and management
Table No 21: Non Compensations Dimensations Components of BPL
COMPENSATION STRATEGY
The compensation strategy is approved by the Beximco Pharma as the owner of the
compensation strategy is always for the top executive management of the organization. The
compensation strategy has a huge impact on the costs of the organization and that is the main
reason for the top management approval. The rest of managers are the users of the
compensation strategy.
Beximco Pharma”s top level management always knows compensation planning is aligning
with strategic issues. Because of this factors –
1) The compensation strategy differentiates the organization on the job market and
builds the attractiveness of the company for the top talents.
2) Retain competent employee.
3) The excellent compensation strategy does not just differentiate the organization from
the other organizations on the job market, it brings the differentiation into the
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organization as well as the successful employees and top talents feel the success in
their pockets.
4) The successful compensation strategy gains the competitive advantage and can speed
up the innovation processes and improve the performance.
Table No 22: Factors behind Compensation Strategy.
1) Labor Market. 1) Business Strategy.
2) Cost of living. 2) Job Evaluations.
3) Labor Union. 3) Organization Strategy.
4) Economy. 4) Labor Relation.
5) Compensation Strategy. 5) Performance Appraisals of
6) Industries types. Employees.
Table No 23: Influencing factors behind compensation Strategy
Compensation Strategy
Job Analysis VS Job Documentation
Job Evaluation VS Market Pay
Salary Structure
Marking Decision
Pay Delivery
Compensation
Internal Factors External Factors
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SALARY STRUCTURE
Beximco provides their employees with attractive salaries & benefits. In the salary structure,
higher the rank, higher the salary for employee. There are a number of increments available
in the salary is provided for employee. Suppose those are in the higher management gets 3 –
4 increments in a year, for mid level gets 2 -3 & junior level employee gets no increments but
get attractive salary.
Rank Salary ( BDT)
Managing Director 10,00,000
Deputy Managing Director 8,50,000
General Manager 4,50,000
Assistant General Manager 3,50,000
Manager 2,50,000
Assistant Manager 1,50,000
Senior Executive Officer 1,00,000
Executive Officer 80,000
Senior Officer 65,000
Officer 50,000
Junior Officer 35,000
Table No 24: Salary Structure of BPL.
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EMPLOYEE RELATION
Employment relation is a relationship founded as a contract of employment. The employment
relationship is a legal notion widely used in countries around the world to refer to the
relationship between a person called an employee and an employer, for which the employee
performs work under certain conditions in return for remuneration. It is through the
employment relationship, however defined, that reciprocal rights and obligations are created
between the employee and the employer.
The employment relationship has been continued to be, the main vehicle through which
workers gain access to the rights and benefits associated with employment in the areas of
labour law and social security. It is the key point of reference for determining the nature and
extent of employer’s rights and obligations towards their workers. This is an underlying
philosophy, along with necessary attitudes and skills, rather than a specific management
function or well-defined activity. We can find here information on employee and industrial
relations, conflict and mediation, industrial action and strikes, trade unions, trade union
recognition and negotiation, collective bargaining and whistle blowing.
BEXIMCO helps its employees better relationship themselves by providing feedback about
the particular employees past performance. They keep a fluent relationship with their
employees by appraising performance which is comparing actually result with one desired
outcome. BEXIMCO basically has its great intension to keep the relationship by evaluating
on the basis of performance appraisal. BEXIMCO”s manager of an employee's respective
functional area will play a key role in this and it depends on the employee developing their
careers. BEXIMCO is committed in creating an environment where employees at all levels
feel that they can speak honestly about the company and issues important to them.
BEXIMCO carry out employee opinion surveys every year and the results are very positive.
This motivates the employees and makes them satisfied. BEXIMCOS Employee relation
activities are -
Promotion Discipline
Leave Policy Downsizing
Retirement Termination
Table No 25: Employee Relation Activities of BPL
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LEAVE POLICY
Company’s employees shall be governed by the regulations. Employees of company are
entitled to following types of leave.
a) Mandatory Leave: Every employee in Beximco Pharma gets 20 days straight leave in
a row in a year. It is mandatory for all permanent employees.
b) Casual Leave: An employee gets 21 days of casual leave in a year. But it can be
maximum 3 days in a row.
c) Sick Leave: Sick leave is more depend on condition of employees’ health and it is
determined on employee’s medical report. Maximum 1 weeks and minimum 3 days.
d) Maternity Leave: A female employees get four months of maternity leave. Employee
can decide on when she needs that leave.
RETIREMENT
A management executive shall retire at the age of 60 years but it can be extended up to 65
years if his fitness physically and mentally remain sound for the job and company needs him.
A non - management executive can retire at the age of 58 years & it can be extended up to a
certain level if his both physically and mentally sound for that case and company may offer
him a contractual job. A letter of retirement should be issued by company 2 months before
the employee retirement otherwise company gives 2 months of basic salary as recovery of
their mistake. A retired employee gets following things -
Salary up to last working day
Encashment of unveiled earned leave
Provident fund
Gratuity as per company rules
Any other benefits are also given as per company rules
DOWNSIZING
A reduction of the workforce is one of only several possible ways of improving or reducing
costs. Beximco Pharmaceuticals never experienced any kinds of downsizing; they have a
downsizing plan if they have to implement it in near future:
Reduce costs
Reduce layers of management to increase quick decision making
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Sharpen focus on core competencies of the firm & outsourcing peripheral activities
Increase Productivity
ALTERNATIVES TO DOWNSIZING
Employment Policies: Hiring freeze, an employer decides to stop hiring employees
for all non - essential positions. A hiring freeze allows an employer to consolidate
current employees & potentially restructure departments, to complete the work that is
essential for serving the customers of the business or reduce work hour.
Change in job design: Company can change job design by transfer, relocation, job
sharing & demotion.
Pay Benefit Policy: Pay freeze, cut overtime pay, profit sharing, and variable pay can
be a good way to pay benefit policy.
TERMINATION
Termination is the process of separating employees from his or her position. For termination
two method used by Beximco Pharma, 1) Voluntary Termination, 2) In voluntary
Termination.
Voluntary Termination is a voluntary decision taken by an employee to resign the
employment of the organization. In voluntary termination is a decision taken by Beximco
Pharma to terminate the employment of an employee.
Beximco Pharmaceuticals following this procedure for termination based 2 criteria -
a) Fraud & Forgery: If an employee is charged with fraud or forgery, he or she
immediately terminated from his post & no benefited will be given to him.
b) Bottom the line: If employees bottom the line misbehaves & cannot able to maintain
professional manner, then immediate termination.
Voluntary Termination Procedures:
An employee is expected to give as much advance notice as possible but it not be less
than 2 weeks.
An employee should provide written notification to the manager of his intention to
resign from employment with Beximco.
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An employee who does not provide adequate notice will stuck payment of accrued,
unused vacation days.
Employee must work the entire notice period unless the time off requested &
approved prior to the resignation.
Employee may request a personal exit interview with HR Department.
In voluntary Termination Procedures:
Manager must review an involuntary termination decision with the next level of
management and the Department of Human Resources prior to the issuance of a
decision.
Manager is responsible for compiling complete and accurate documentation regarding
the termination decision as outlined in the Performance Improvement Policy.
Manager is responsible for conducting the termination meeting and for documenting
comments made by the employee during the meeting. The supervisor may request a
representative from Human Resources to be present at the meeting.
DISCIPLINE
BEXIMCO has set many rules and regulations to maintain discipline of employees and it is
very important to obey them to avoid punishment. Employees will be responsible for being
aware of all policies, rules, directives and procedure as issued and directed by company.
Every employee should carry out his assignment as entrusted to company with full devotion,
integrity and sincerity. Every employee has to perform his work timely and competently in a
way company directs. To avoid misconduct there will be the following applied: fair rules &
consequences, clearly communicated policies, conduct a fair investigation, balance
consistency & flexibility, and use corrective actions.
Disciplinary Action: An employee failing to abide by the rules and regulation, directives and
code of conduct BEXIMCO. Shall cause disciplinary action to be taken and penalty involved
are described in below:
Disciplinary action will be taken against an employee who:
Commit a breach of this rule/ discipline
Breaking the code of conduct
Is found to be negligent, inefficient or corrupt.
Knowingly does anything prejudicial to the interest of the organization.
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Convicted of a criminal offence by the court.
Habitual absence without leave or intimation for more than 10 consecutive days.
Sharing any confidential information with other company which is competitor of our
company.
The following are penalties that are minor and major, depending on the condition of the
incident:
Suspension
Withholding of increment or promotion
Recovery from pay of the whole part of any loss caused to the
Organization by negligence or breach of orders.
Reduction to a lower post or grade
Compulsory retirement
Termination from service
Dismissed from service
PROMOTION
Promotion is considered to be the best way to recognize employee’s hard work & dedication
that they personally give for organization betterment. Promotion gives an employee ultimate
satisfaction that he have contributed for well being of organization, that resulted in great
turnover in financially. Getting Promotion increases loyalty of employee that resulted in
better productivity in work place.
Beximco Pharma ltd gives promotion every year to his employee that increases more loyal
towards the company. Generally beximco Pharma gives promotion to those starts from entry
level to top management. For entry level employee promotion employees must have to give 2
years Service to Company, sometimes it takes 1 or 1.6 years for being promotion. For mid
level promotion employees have to give 4 - 5 year’s service. For top management promotion
employees have to give service of 10 - 15 years at least. Beximco maintains 3 criteria for
promotion -
1) Merit Based: Beximco always try their level best to give promotion to meritorious &
hardworking employee. Beximco maintains some criteria here - honest, hardworking,
sincere, skillful, leadership quality.
2) Competency Based: Beximco gives promotion to those are not only educated but also
to those who having more competency for example - For the post of junior officer
BBA is the criteria for getting the post, if employees passed MBA or got equable
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degree he will certainly get promote to Senior officer. Employees must have to give at
least 1 years service to company.
3) Seniority Based: Beximco gives his senior employees promotion based on employees
service in the company, here top management get the reward for his service here.
CRITICISM & RECOMMANDATION
CRITICISM RECOMMANDATION
Management Decision are centralized Distribute equal share of work among
employees that will ease working load.
No labour union that resulted in denying certain
rights of workers.
Management should give opportunity to
worker in forming labor union that will
ensure workers rights.
Beximco is too much city centric rather than
weak presence in rural market.
Beximco Should give equal importance
both rural & city market.
Involvement in many corporate scandals like -
Share Market Collapse, listed one of the top
most holder of bad debt
Beximco Should conduct their business
with ethically.
Recruitment & Selection Process is lengthy Give more emphasized on e - recruitment
system that will decrease timing in
recruitment. It will save money, time &
energy.
Table No 26: Criticism & Recommendations.
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CONCLUSION
Beximco Pharma is one of the biggest names in corporate house in Bangladesh. Their
unlimited success because of their human resource. In present world business human resource
is one of the biggest factors. Beximco Pharma done absolutely that has been required for
running business & administration activities. As days are coming the importance of HR
becoming very vital for organization. In coming future Beximco will make world class HR
Department that will known for his perfectness in conducting all the HR activities. Beximco
will give more opportunity to all other departments regarding recruitment decision making
that will ensure more governance & transparency in the organization.
Beximco carrying the flags of Bangladesh & in future it will be one of the biggest names in
corporate world. All the best to them.