1.

Introduction:
Pharmaceutical is the core of Bangladeshs Healthcare sector, and serves as one of the most
important manufacturing industry. With a history since 1950s, the industry has now turned one of
the most successful pharmaceuticals manufacturing industry among the developing countries.
Presently, the industry meets 97% of local demand and exports to more than 80 countries. The
industry has been experiencing robust growth over the last few years.
Beximco Pharmaceuticals Ltd. (BPL) is a member of the Beximco Group the largest private
sector business conglomerate of Bangladesh. Beximco Pharma, the largest pharmaceutical as
well as bulk drug manufacturer of Bangladesh started its journey back in 1980 with
manufacturing and marketing of licensee products of Bayer AG, Germany and Upjohn Inc. of
USA. After its initial years of struggle, it broke ground with the launching of its own products
(Aristovit-B Complex, Napa, Lactameal, Tycil etc.) in 1983. The journey continued and barrier
after barrier were crossed, challenges were faced and overcome to transform BPL into what it is
at present. It went for public issue of shares in 1985. The shares of the company are listed with
the Dhaka and Chittagong Stock Exchanges of Bangladesh and London stock exchange.

Beximco Pharma's state-of-the-art manufacturing facilities are certified by global regulatory

bodies of Australia, European Union, Gulf nations, Brazil, among others. The company is
consistently building upon its portfolio and currently producing more than 500 products in
different dosage forms covering broader therapeutic categories which include antibiotics, gastrointestinal, respiratory, analgesics, cardiovascular, anti-diabetics, etc. among many others.

With decades of contract manufacturing experience with global MNCs, skilled manpower and
proven formulation capabilities, the company has been building a visible and growing presence
across the continents offering high quality and affordable generics. Ensuring access to quality
medicines is the powerful aspiration that motivates more than 2,800 employees of the
organization, and each of them is guided by the same moral and social responsibilities the

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company values most. Beximco Pharma has the unique distinction as the only Bangladeshi
company to get listed on the AIM of London Stock Exchange.

1.1: Company Overview:

Beximco Pharmaceuticals Ltd. (BPL) is a leading edge pharmaceutical company based in Dhaka,
Bangladesh and is acclaimed for its outstanding product quality, world-class manufacturing
facilities, product development capabilities and outstanding professional services. Beximco
Pharma is the pioneer in pharmaceutical export from Bangladesh and has received National
Export Trophy (Gold), the highest national accolade for export, for record three times.
Operational Head Quarter: Dhanmondi 19, R/A , Road # 7, Dhaka-1209, Bangladesh
Factory in Bangladesh: Tongi, Gazipur
Establishment: 1976
Commercial production: 1980
Status of Company: Public Limited Company
Business Type: Marketing, Manufacture, and Export
Authorized Capital: 9,100 million
Paid- Up- Capital: 3,678 .5 million
Number of Shareholders: around 93,000
Number of Employees: 2,897
Stock Exchange: Dhaka & Chittagong stock exchange of Bangladesh and AIM of London stock
exchange.
Overseas markets & associates: Australia, Bhutan, Cambodia, Chile, Ghana, Hong Kong,
Indonesia, Jordan, Kenya, Kuwait, Malaysia, Myanmar, Nepal, Pakistan, Philippines,Saudi Arabia,
Singapore, Sri Lanka, Vietnam and Yemen.

1.2: Products & Services:

The name Beximco Pharma assures of many things: outstanding product quality, leading-edge
technology, advanced new products, and a commitment to serve the medical community.
BPL offers to customers a comprehensive and high-quality product portfolio available in various

dosage forms including tablets, capsules, syrup, suspension, sterile eye drops, injectables, nasal
sprays, creams, ointments, IV fluids, metered dose inhalers, dry powder inhalers, suppositories,
lyophilized injectables, prefilled syringes etc. Healthcare professionals may contact directly or
alternatively the nearest Beximco Pharma Medical Representatives for further information.
Demandable Products of Beximco Pharmaceuticals Ltd:
Products
Napa
Amdocal
Tycil
Arixon
Intracer
Neoflox
Atrizin
Pedemin
Filmet
Neoceptin-R
Bronkolas
Neosten
Aristovit-M

Therapeutics Class
Paracetmol
Angina & ischaemic
Antibacterial
Antibacterial
Antibacterial
Antibacterial
Antibacterial
Antibacterial
Antibacterial
Antiuicerant
Bronchodilator
Skin
Vitamin

1.3: Vision:
BPLs passionate effort to achieve excellence in all spheres of its operations and its keen
endeavor to incorporate innovative new technologies into its manufacturing practice puts it ahead
of its contemporaries. Viewing the business as a mean of the social well-being of the investor,
employees and the society and customers is the main vision of BPL. The company
makes their best effort to ascertain the final wealth and moral gains as a part of the
process of the human civilization. Beximco Pharmaceuticals Limited is committed
to contribute to keep the earth clean.
1.4: Mission:
BPL believes each of their activities must benefit and add value to the common wealth of their
society. They firmly believe that, in the final analysis they are accountable to each of the
constituents with whom they interact; namely: their employees, their customers, their business
associates, fellow citizens and shareholders.
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1.5: Goals:
BPL has a strong market focus and is anticipating continued future growth by
leveraging business capabilities and developing superior product brands and markets. The
company is now moving to the world market and trying to expand their business worldwide with
a good quality image. Innovation of new products and satisfying the ever-changing need of
consumers remains a top priority goal. Ensuring full effort to enhance shareholders highest
returns and growth of their asset also holds a key goal of the company.
1.6: Core Values:
Trust and reliability to the products emerged as one of the core values of Beximco
Pharmaceuticals Limited. It maintains quality in manufacturing of products according to the
rules of the WHO. Hiring a competent branch of people who are best in their capacity to serve
the company best, strength the BPL function of operation. It also gives emphasize on promoting
new products through research and bringing cost efficiency in business operations.
Beximco Pharma believes that it is in the business which deals with human health which makes
it more responsible to keep the highest standards of its products. Through its products it tries to
deliver clear benefits to the patients.
Good products, however, are only one side of its expression of commitment. BPL believes its
responsibility lies even more in ensuring that the society gets benefited while it continues to
grow.
1.7: Corporate Social Responsibility:
Corporate social responsibility is an integral part of BPLs business strategy which
is reflected in its mission statement. Every employee of the company knows that the
company does not view its success and achievements in financial terms only, but
also in terms of its deep relationship with the society.
Each year, an increasing amount of contribution is ploughed back into social causes,
demonstrating Beximco Pharmas commitment to the nation. More importantly the
companys contribution extends beyond one-time donation to ongoing participation

as reflected in its partnership with NGOs working for AIDs patient, in supporting
sports, and in raising disease awareness among the people.
BPL donated medicines worth millions of taka to victims in national and
international calamities. Donation of medicines to victims of earthquake in Pakistan
and victims of tsunami in Sri Lanka are worth mentioning.
The company maintains a team of scientists who works as pharmaceutical experts
for g o o d g o v e r n a n c e t h a t g i v e d i r e c t b e n e f i t t o t h e c o m m o n p e o p l e a n d
s h a r e h o l d e r s . Beximco Pharmaceuticals Limited carefully designed its facilities for reducing
hazardousi m p a c t o n t h e e n v i r o n m e n t t h r o u g h o p e r a t i o n a l e x c e l l e n c e p
r o v i d i n g a f r i e n d l y environment for a healthy society for tomorrow being the main
responsibility of BPL.
1.8: Market Share:
In the following table there is a top ten pharmaceuticals of Bangladesh.
Sl No

Name of the

Market size

Market share

Growth (%)

1
2
3
4
5
6
7
8
9

Company
Square
Incepta Pharma
Beximco
Opsonin Pharma
Renata
Eskayef
Aristopharma
A.C.I.
Acme

(BDT)
19,722,066,693
10,184,993,624
8,967,999,031
5,302,711,389
5,056,968,911
4,547,963,290
4,382,948,837
4,263,630,198
3,954,249,448

(%)
19.4
10.02
8.82
5.21
4.97
4.47
4.31
4.19
3.89

12.55
11.84
8.04
4.77
8.75
4.28
11.37
8.69
5.76

10

Drug

3,924,562,931

3.86

10.51

International

1.8: Major Competitors:

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Major competitors of Beximco Pharmaceuticals are Square Pharma, Incepta Pharma, Acme,
A.C.I, Aristopharma, Opsonin Pharma, Renata, Drug international ect.

2. Human Resource Management:

HRM is a field of management involves planning organizing, directing and
controlling the functions of procuring, developing, maintaining and motivating a labor force.
2.1: Human Resource Management Process:
Human resource management process consists of eight activities for staffing the organization and
sustaining high employee performance. The process is describe below:

2.2: Human Resource Management in BEXIMCO Pharmaceuticals Ltd (BPL),

Bangladesh:
2.2.1: Human resource planning in BPL:
Planning is the core area of all the functions of management. It is the foundation
upon which the other three areas should be built. Planning requires management to
evaluate where human resource of the company is currently, and where it would like
to be in the f u t u r e . F r o m t h e r e a n a p p r o p r i a t e c o u r s e o f a c t i o n t o a t t a i n t h e
c o m p a n y ' s g o a l s a n d objectives is determined and implemented.
Every organization has employment planning. BPL has also its employment
planning. They usually forecast their personnel needs based on their mission,
strategic goals & objectives & technological and other changes resulting in
increased productivity. Although there are several methods to predict personnel
needs, but they use managerial judgment because it gives the more real world
scenario for personnel needs. They think that the other methods cannot give the
accurate situation of the personnel needs. These are basically graphical methods,
which cannot measure the actual personnel needs. But managerial judgment method
depends upon the change in productivity, market conditions etc.
2.2.2: Recruitment and Selection process of BPL:
During recruitment and selection process BPL look for top-caliber people who want
the flexibility and resources to grow in their career. BPL offers a place where a
candidate can continue to excel. BPL 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.

Attitude is given as much weight age as functional competencies.
Panel interviews comprising of Functional Head & HR Head.

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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.
BPL is an equal opportunity employer and do not discriminate on the basis of race,
community, religion or sex.

2.2.2 (A): Recruitment Process:

A responsibility for recruitment usually belongs to the HR department. This department works
to find and attract capable applicants. Job description and speciation provide the
Needed information upon which the recruitment process starts. The
f u n c t i o n s o f t h e recruitment office of BPL are given below:

Need assessment
Defining the position description
Checking the recruiting options
Advertisement
Screening & Short- listing applications
Written test
Selection interview- (3-tier)
Employment decision ( Application Bank)
Pre-employment medical check up
Offer letter
Orientation/ Induction
Placement
Follow- up

Source of Recruitment:
Bangladesh is done in four ways depending on the job category of the vacant
position. Therefore, the recruitment process of this organization is classified into four types,
which are done based on the job grade/ group. These are as follows:

Entry-level management

MT (Manager Trainee)
Mid or / and senior level management
Graded staff / Non- management staff

Internal Source:
There could be a person competent for the required job working within the organization. If there
is, the existing manpower is then shuffled to place the selected person in the new post. If there is
no such person inside the company, then the management goes for the second step.
Job-posting programs:
HR departments become involved when internal job openings are publicized to employees
through job positioning programs, which informs employees about opening and required
qualifications and invite qualify employees to apply. The notices usually are posted on company
bulletin boards or are placed in the company new paper. Qualification and other facts typically
are drawn from the job analysis information. The purpose of job posting is to encourage
employees to seek promotion and transfers the help the HR department fill internal opening and
meet employees personal objectives. Not all jobs openings are posted. Besides entry level
positions, senior management and top stuff positions may be filled by merit or with external
recruiting. Job posting is most common for lower level clerical, technical and supervisory
positions.
Departing Employees:
An often overlooked source of recruiters consists of departing employees. Many employees
leave because they can no longer work the traditional 40 hours work week .School, child care
needs and other commitments are the common reason. Some might gladly stay if they could
rearrange their hours of work or their responsibilities. Instead, they quit when a transfer to a parttime job may retain their valuable skill and training. Even if part-time work is not a solution,
a temporary leave of absence may satisfy the employee and some future recruiting need of the
employer.

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External Source:
All the above options being considered, the company goes for external recruiting if needed.
Those who best meet the skills, qualifications, experience and competencies required for the
position should fill vacancies. Therefore, if there is no candidate within BPL, Bangladesh who is
suitable for the role, external advertisement should be placed to attract the potential candidates
followed by the selection procedures.
Advertisement:
The Company gives advertisement in national dailies (both Bangla and English) to attract the
talents from the market. BPL, Bangladesh puts two types of advertisements in the newspapers. It
sometimes keeps the identity concealed in the ads, mentioning a 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.
Employee referrals:
Employee referral means using personal contracts to locate job opportunities. It is a
recommendation 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 this case, are encouraged to recommend the names of their friends working
in the organization for a proposal vacancy in the near future.
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.

Walk-ins and Write-ins:

Walk-ins are some seekers who arrived at the HR department of BPL in search of a job; Writeins 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.
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.
2.2.2 (B): Selection Process:
Selection is the process of gathering information for the purpose of evaluating and decided who
should be employed in particular jobs.
Screening and Short-listing Applications:
The responses to the advertisements are sorted and screened. The CVs as well as the
Covering letters are judged. In the covering letter, the style and language of writing, the
emphasis put on the areas asked for tin the advertisements and the quality of the
letter (whether it is specifically tailored to the advertisement or just a standard response) are the
aspects that are judged. Different weights are assigned to the selection criteria mentioned in the
man specification depending on their relative importance. (For example, educational institutions
like IBA, BUET are given the highest weight among the local ones and the foreign universities
of UK, Australia, etc. are put at per with the best of the country). Based on the presence of these
factors to the desired extent (experience, educational degree, computer literacy, etc.) the
cumulative weights for all the applicants are counted and the short list of a sizable number of the
top most candidates is generated. However, the HR officials also study the CVs with the
respective line manager to check whether any valuable deciding parameter is missed that are
mentioned in the CVs. Then the candidates selected in the short list are called for the written test.

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Written Test
Written test is not a regular part of the normal recruitment process. It is conducted as and when
required. Previously no written test was taken for the management employee, the
applicants had to go directly through the interview process. After the introduction of the manager
trainee program, the written test before the interview process has proved to be effective and a
useful tool to select the desirable candidates. The written test includes psychometric test, test on
behavioral competency, and written test on communication skills. The candidates are called for
the preliminary (first) interview based on their performance in the written test.
Selection Interview:
The interview process is a three-tier one. A preliminary interview is conducted
which follows the elimination method. After that, the second interview takes place with a very
few number of candidates. Then the finally selected person is kept convenient for the candidate
especially if s/he is working elsewhere at the time of interview. In that case the chosen time is
after the business hour.
Reference Check
Reference checks allow obtaining information and opinions regarding the persons character,
quality of the work and suitability for the position. It is an opportunity to validate the information
received from the candidate via their resume and the interview. Speaking to the candidates
manager or other people whom they have worked with should also check internal candidates.
The opinion of a referee who has worked can for an extended period is likely to be more accurate
than assessment from one to two hours of interviewing.
Employment Decision
If the candidate has no problem with the stated terms and conditions of the job and
the organization mentioned and discussed in the final interview, s/he is offered an
application blank. The application blank is a standard format of employee-information that
includes all the information the organization needs regarding the personnel. The candidate has to
fill this blank and submit this to the company along with a CV.

Pre-employment Medical Check-up:

After submission of the application and the CV, the selected person has to go through full
medical check-up that guarantees her/his physical fitness to perform the job successfully. A
medical practitioner who uses a physical capability analysis that assesses the candidate against
the physical capabilities documented for each role conducts the medical. A medical is also
appropriate for internal candidates if they are applying for positions that require different
physical capabilities.
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 candidates has the chance to withdraw her/ himself from the job offer. S/he is always
free to discuss whatever difficulty may arise regarding pay structure/ facilities, etc. The door of
HR is kept open for any sort of relevant discussions.
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 they would like to offer them the role.
Congratulate them.
Tell them the remuneration package that is being offered, including superannuating.
Ask them if they are happy with it.
Ask them if they verbally accept the position.
Tell them that they will be sending them a written letter of offer and introductory
package.

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
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commencing in their new position, an appointment notice will be placed on notice boards and/or
the internet.

The Recruitment and Selection Process of BPL:

Advertisement in National
Dailies:
Checking the Recruiting Options
Internal
External

Written Test
(Optional):

Preliminary interview:
interview process (short
listing)
Second interview: work
knowledge/ behavioral
competency
Final interview: pre
selection

IQ test
Behavioral
Competences
Communication skills

Follow Up:

Selection:

Orientation / Induction:

HR department continually
interacts with the new
entrants assisting to cope
up with the work
Socialization is a process of adaptation. Organization entry socialization
referspeer
to group
environment,
the adaptation that takes place when an individual passes from outside the organizationetc.
to the
Application blank
filling
2.3:
Employee
Socialization:
Medical
check-up
Offer letter

Exposure to all important functions and locations of the company

Feedback report

Sorting Applications:
eights are assigned based on the selection criteria

Need Assessment
Vacancy in existing post(s)
Market expansion
Increase in production capacity
Launching new product
Introducing new system

Interview:

(Both Bangla & English)

role of an inside member. The organization gets higher productivity, greater employee

commitment, and lower turnover rates through socialization. Employees achieved reduced
anxiety, increased awareness of what is expected on the job, and an increase feeling of being
accepted by their peers and bosses.
BPL organize its Socialization process of three stages:

Pre-Arrival Stage:

This stage explicitly recognizes that each individual arrives with a set of organizational
values, attitude, and expectations.

Encounter Stage:

H e r e t h e i n d i v i d u a l s c o n f r o n t t h e p o s s i b l e t h e d i c h o t o m y between their
expectations and reality.

Metamorphic Stage:

Finally, the new member must work out any problems discovered during the encounter
stage
2.4: Training and Development Program of BPL:
2.4 (A): Training:
After recruiting a potential candidate the next important function of HRD is to orient the new
entrant to the organization and providing the employees with all the necessary knowledge about
their duties and responsibilities. This is done to ensure effective input from the employees into
the organization thus, their most efficient level of performance. The training program used in the
organization also ensures employee retention to BPL spending in training programs for
employees is not an expense, but an investment.

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Types of Training:

Technical Training
Management Training
Safety Training
Occupational Health
General Training (Management, Accounts, Sale etc.)
Social Skill Training
Refresher Training
Workers Education Training

2.4 (B): Training and Development program of Beximco Pharmaceuticals:

Human Resource development is an essential pre-requisite to achieving organizational goals.
Continuous training of the employees and executives is aimed at capacity and professional
skill building throughout the year .BPL has an established resourceful training institute.
Training is a learning experience in that it seeks a relatively permanent change in an
individual that will improve his /her ability to perform on the job. We typically say training
can involve the changing of skill, knowledge, attitudes or social behavior. It is application of
knowledge.
Development is a related process. It covers not only those activities which improve job
performance but also those which bring growth of the personality; help individuals to the
progress toward maturity and actualization of their potential capacities so that they become
not only good employees but better men and women. The most popular training methods used
by BPL can be classified as either on the job or off the job training.
On the Job Training:
The most widely used methods of training take place on the job. This can be attributed to the
simplicity of such methods and the impressions that try are less costly to operate. On -the -job
training places the employees in an actual work situation and makes them appear to be
immediately productive. It is learning by doing.

One of the drawbacks to on the job training can be low productivity while the employees
develop their skills.
Off- the -Job -Training:
Off-the -job training cover a number of techniques classroom lectures, films demonstrations,
case studies and other simulation exercises, and programmed instruction. The facilities needs
for each of these techniques vary for small makeshift classroom to an elaborate development
center with large lecture halls, supplemented by small conference rooms with sophisticated
audiovisual equipment, too many mirrors, and all the frills.
Course Objectives:

To strengthen capacity of the participants on over all pharmaceuticals procedure.

To transform a group of workers into efficient employees.
To increase resources of the industry to strengthen future capacity.
To increase productivity as well as profitability by trained employees.
To enhance human & material resources for achieving the goals of the company.
To create and maintain brand image of the organization.

2.5: Compensation:
Proper Compensation, benefits and rewards works as primary motivational factors for most
employees. Designing an effective compensation and benefits plan also works to retain wellmotivated, efficient employees in the organization.
BPL is committed to follow a fair, competitive and flexible remuneration policy. The Board is
the final authority for approval of this policy and will amend and review the policy on
recommendation of the Managing Director / Management Committee periodically. The
remuneration policy of the company will all persons engaged in permanent service of the
organization.

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2.5.1: The remuneration of employees consists of:

Basic Salary
House Rent
Medical Allowance
Vacations & Holidays
Insurance benefits
Maternity leave
Retirement benefits

2.5.2: Motivating Employees in Beximco Pharma:

In BPL, one of the tasks of the management is counseling. Managers are there to help the
employees to achieve the goals, which in turn keep the employees motivated. Apart from
creating a healthy working environment and ensuring employee empowerment, BPL offers a
number of benefits to keep them motivated. The benefits offered by the company are given
below:

Education cost of the children

Permanent job facility
Leave facilities
Yearly employee awards
Promotion
Foreign travel with family offers
Share from revenue etc.

2.6: Performance Appraisal:

At BPL appraisals are done by the Self-appraisal system. Goals are set by participative
management approach and performance is evaluated quantitatively against those previously set
objectives. Managers appraise the performance of their subordinates through 5 points Graphic
Rating Scale (for unsatisfactory, marginal, target, and superior, outstanding). The total appraisal
process is completely transparent to everyone within the organization.
2.6.1: Purposes of Performance appraisal in BPL:

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.

3. What are the HRM problems and issues Beximco Pharmaceuticals limited is facing?

Job Analysis Standard:

The job analysis, human resource planning, recruitment and selection policy of BPL is not
standard because the manager of HRD is not capable to apply the various HRM function. In
the selection and recruiting section, the HRD of company do not provide proper job
description and specification in the circular. The job description for the particular position
does not give precisely in the recruitment circular rather its been told verbally in the
interview panel. Moreover, during advertisement sometimes BPL conceal their identity. 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. By revealing the BPL
identify, the company can attempt to attract the best potentials among all the others.
Interview Board:
The company does not have proper interview board. Moreover there are rumors like the
candidates they call, they are not evaluated by their academic record or their performance,
but they are selected in the panel by the reference of the organization employees or the senior
level personnel in the company which is unethically wrong.
Gender Discrimination:
The company does not accurately follow the performance appraisal. There is being occurs
some discrimination, nepotisms are exercised. In many situations, women employees have to

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face gender discrimination in terms of promotion and for this reason, they are in the position
of glass ceiling. As a result, employees with same efficiency are given different score by
different author.
Salary and Compensation:
The Pay Packages of BPL is not competitive in comparing to other pharmaceuticals company
operating in Bangladesh. Its been seen that the salary scale, benefit, and incentive everything
is comparatively lower than the other respective companies.
Training:
Employees training is not arranged frequently basis. As they are one of the leading company
in pharmaceuticals area in so BPL needs to arrange training programmes regularly.
Wrong Cost Cutting Tendencies:
Though the organization is not in lack of employees, but I think there is lacking of proper
employees- that means lack of right people in right place. What the organization often does
is cost cutting. For example in a particular department like in manufacturing division, there at
least 40-45 employees are need but what they do is they hire only 30 employees and for this
reason each and every employees has to face tremendous pressure to meet the expected
demand.
Lack of Succession Planning:
Succession Planning involves having senior executives periodically review their top
executives and those in the next lower level to determine several backups for each senior
position. This is important because it often takes years of grooming to develop effective
senior managers. But the organization has not focus yet such a succession planning.
Some employees say that extra work load in a regular basis is a common criteria of the
organization. This is the reason, the company sometime loss employees attractiveness.
Centralized HR Division:

Only the head office contains HR division and all the HR activities are controlled from the
head office. For this reason, when sometimes any HR problems raised employees have to
wait for a long time to solve it. Moreover, this department is not too structured. Training
evaluation systems are not properly used or maintained.
Lack of Empowerment:
Empowerment is a management practice of sharing information, rewards and power with
employees so that they can take initiative and make decisions to solve problems and improve
service and performance. In BPL, lack of empowerment is visible among employees at
managerial levels.

4. What sort of HRM approaches do I think need to be taken to ensure ongoing

strategic competitive advantage?
On the basis of the problems, what I think is given below:
Modern HRM System:
As pharmaceutical industry is growing in Bangladesh so the HRD manager of the company
should be analyzed the modern HRM system, and apply all the HRM function properly
because the HRM policy serves as the corner-stone of all human resource functions in an
organization.

Proper Performance Appraisal:

The manager of HRD should be prepared the standard performance appraisal because the
success and failure of an organization is highly depended on the proper human resource
performance. Only performance reward of an employee can motivate them to attain the
organizational goal.
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Standard Pay Structure:

The manager of HRD should establish the standard pay structure for the all levels of
employees of the organization in order to reduce the high turnover of employees.
Training:
Training should be formulated in consultation with the training division in the central level
and mid-level. Arrange proper training for the employee. After training evaluation program
must be considered in significance.
Uniform Performance Appraisal:
The authority of the BPL should prepare a uniform performance appraisal policy. Manager
should avoid the biasness so that efficient employee can get proper reward for their
performance. Right man in right position
Succession Planning:
Make succession planning. A careful and considered plan of action ensures that the least
possible disruption to the persons responsibilities and therefore the organizations
effectiveness.
Reduce Extra Workload:
Reduce the extra workload of the employee. Overtime payment can reduce the employees
unrest, and turnover.

Decentralized HRD:
The Human Resource Divisions control must be structured. It should not be in a centralized
way, because it makes the activity of the HR activities very slow. Decentralizing the HR
division will sure make a great difference.
Increase empowerment:
The extent of empowerment enjoyed by people at various levels of the organization enables
each employee from the very bottom to the top, to contribute to the overall momentum of the
companies.

5. What HRM challenges will Beximco Pharmaceuticals face in the 21st century?
In a constantly changing world of today, where past is replaced by dynamic present and the
dynamic present is being replaced by more challenging future, the old ways of doing things is
no longer valid. Change is permanent and a reality. Those who are not able to keep pace with
the changes are destined to lose the race. In this 21st century pharmaceuticals industries is one of
the dynamic and research-intensive industries in Bangladesh. . Research and development have
brought this industry to this stage and made our life easy, comfortable and sometimes luxurious.
To meet the global demand of these century Beximco Pharmaceuticals Limited has to maintain
the standard of their product and to cope up with international market strategy BPL also
maintain a good production line, clear organizational structure and effective HR polices with
effective HR department.
BPL may face some barriers in the 21st century to run their business effectively and
efficiently.The prospect challenges of BPL as well as some recommendations are given below:

The HRM practices are not satisfactory level in Bexico Pharmaceutical Company Bangladesh
that leads poor satisfaction of employees. Employees are dissatisfied about human resource
planning. BPL should have the right process to forecast the demand and supply of human
resources, to estimate the external supply and to match proper demand and supply.
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Working environment is always an important variable of employee satisfaction. Congenial

working environment provides additional satisfaction toward work; conversely, irritative
working environment creates problem to do the work simply. However, in the 21st century if
employees are not satisfied with their working environment the productivity level will decrease
as well as the company may face unrest. It is recommended that BPL should ensure proper
working environment for their employees.
The organization may also face barrier if they found dissatisfaction among employees on
compensation policy. It is suggested that BPL should maintain a structure for compensation
policy to grab and retain valuable human capitals.

The proper industrial relations imply harmonious and peaceful relation between labor and
management. It leads to sound industrial environment, industrial democracy, social peace, etc.
and it causes satisfaction for both parties. If BPL found that employees are not satisfied with the
industrial relations, then company should take necessity actions as soon as possible for pleasant
sounding industrial relations.
Therefore, this study suggests that BPL should develop proper human resource policy and give
emphasis on proper human resource practices to enhance the satisfaction of their employees and
building them effective human resource.

There are some other recommendations:

BPL should disclose their identity during job description and job specification.
Selection processes are lengthy and a bit complex. It should be more clear and concise.
Without any reference no one can easily enter in Beximco Ltd. Recruiting process of BPL

should be fair.
Relationship between employer and employees should develop.
More employees should recruit especially in production department to increase

productivity.
Here internal labor politics is high. Therefore, polices should be more liberal.
BPL should look forward to grow their business as much as possible both in national and
international market so that they can become market leader.

6. Conclusion:
Pharmaceuticals industry has grown in Bangladesh in the last two decades at a considerable rate.
With the development of healthcare in fracture and increase of health awareness and the
purchasing capacity of people, this pharmaceuticals industry is expected to grow at a higher rate
in future. As one of the leading pharmaceutical manufacture Beximco Pharma plays a vital role
in the industry as well as in the national economy. Healthy growth is likely to encourage the
pharmaceutical companies to introduce newer drugs and newer research products, while at the
same time maintaining a healthy competitiveness in respect of the most essential drugs. So, it is a
great responsibility for Beximco Pharma to concentrate on quality product and quality service to
take this industry further success.

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7. References:

Annual report, Beximco Pharmaceuticals, 2013

Brent Keltner and David Finegold, October 15, MIT SLOGAN MANAGEMENT
REVIEW, 1995

J. Nelson, HR Focus Efficiency and Effectiveness, 2010.

B. Luck, Innovation of Technology: Business for a New Century, 2010

Walker, Best Practices in HR Technology, In: A. Walker and T. Perrin, Eds., Web-Based
Human Resources: The Technologies and Trends That Are Transforming HR, 2001, pp.
3-14.

D. Lewin, Human Resource Management and Business Performance, In: M. Effron, R.

Gandossy and M. Goldsmith, Eds., Human Resources in the 21st Century, John Wiley &
Sons, Hoboken, 2003, pp. 91-98.

D. Ulrich, R. Michael and G. Losey, Tomorrows HR Management, John Wiley &

Sons, Inc., New York, 1997.

P. Boxall and J. Purcell, Strategy and Human Resource Management, Palgrave

Macmillan, Basingstoke, 2003.

M. S. Lise and A. J. Timothy, Employee Attitudes and Job Satisfaction, Human

Resource Management, Vol. 43, No. 4, 2004, pp. 395-407. doi:10.1002/hrm.20032

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