Hrm 410 term paper

TERM PAPER ON HR PRACTICES & POLICES OF BEXIMCO PHARMACEUTICAL LIMITED

TERM PAPER ON HR PRACTICES & POLICY

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



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



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.



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.



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.



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



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



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



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



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



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.



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.



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.



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



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.



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.



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.



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



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



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



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.



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.



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



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



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



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.



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.



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



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.



- 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



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



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



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



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 –



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



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



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.



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



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



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.



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



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



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.



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.



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



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.



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.

Hrm 410 term paper

Recruiting & HR

Transcript of Hrm 410 term paper