Assignment of BEXIMCO
Assignment of BEXIMCO
Assignment of BEXIMCO
I
played the role of an Intern under the Human Resource Department (HRD) of
Beximco Pharmaceuticals Limited (BPL). The HRD handles the overall human
resource means all the employees that BPL holds. The department maintains the
quality to have the best employees be recruited in the organization to perform
efficiently to achieve the targets. I got the tremendous opportunity to work very
closely to learn the HR activities. Tasks and Responsibilities: Human Resource
Management is one of the very vital and fundamental subjects for business
graduates who are doing major in this criteria. I begin my work with some
objectives, which acts as a bridge between the starting point and the purpose of the
study. The report on “Human Resource Practice in Beximco Pharmaceuticals (BPL)
has been written as a partial requirements of obtaining the under graduate degree.
The document has been prepared for the allocation of the academic function only,
and no longer for taking decisions by the BPL management or other employers. My
primary task was to observe and analyze the HRM practices, methods, and
strategies followed by
3.2 HRM Process of BPL: The HRD team of BPL currently follow the bellow
processes for maintaining its human resources in order to do all its activities: Figure
1: HR Processes
Planning and Requisition
Selection Orientation
Training
Appraisal and Evaluation
Compensationand Benefits
3.2(B) Recruitment and Selection Process at BPL: There are some features for
recruiting and selecting the candidates, such as – Mental strength is the basic
criteria; Mental strength and Practical knowledge both has their own importance;
Panel interview is taken by the head of HR, Head of SBM (Marketing) and any
other specific personnel as required; Resources for recruitment are from via
campus, experts, referrals, internal task positions and the internet. Positions of
Officer cadre and Management trainee involves written test; Clinical-fitness is a
pre-requisite for all jobs; HUMAN RESOURCE ACTIVITIES OF BEXIMCO
PHARMACEUTICALS LIMITED Page | 28 No rejected candidate (at least
attend into in written test) can apply for the same or any other positions within the
next one year from the date of last application; BPL does not follow any
discrimination on the basis of age, gender, ethnicity, religion and so on and it’s
totally unbiased. . 3.2(B1) Recruitment Process: HR department is responsible for
performing the recruitment tasks. It works to make the pool of qualified and
suitable candidates/applicants. Job description & specification provides the
necessary facts up on which the recruitment process starts. The function of
recruitment of BPL are given bellow: Needs assessments; Defining the position
description; Advertisements; Screening and short-listing applicants; Written
test; Selection interview; Pre-employment medical checkup; Offer letter;
Orientation; Placement; Follow up. Job Posting Programs: Job posting is way
of letting the interested candidate know about the vacant position, description of the
responsibilities and other information to invite them to apply for the job. The
notices are usually posted on the office notice board. HUMAN RESOURCE
ACTIVITIES OF BEXIMCO PHARMACEUTICALS LIMITED Page | 29 This
program motivates the current employees to join the HRD recruitment team for
assistance so that the employee can feel the importance of their role and position.
However all the vacant positions are not published like this. Only the bottom level
positions are required in these case. Advertisements: BPL use to provide
advertisements about job vacancies in both the Bengali and English national dailies.
They also post vacancy notices in online job portals such as bdjobs.com however
they do not invite applicants via LinkedIn for some issues. Moreover they add that,
they have already plenty of responses from the advertisements and posts of the daily
newspapers and the job sites, so, they do not really need to have it on LinkedIn right
now. Employee Referrals: It means conducting personal contacts to identify job
possibilities and opportunities. It is a recommendation from the contemporary
employees concerning a job applicant. It is a useful way because it saves both time
and money of the employer. Since the employee knows about the person the
recruiter can easily trust on his employee which is also secured. Employment
Agency: An agency helps to find the appropriate applicant for the company in
exchange of money or any other benefits according to the contract. It can show its
efficiency if it can have the clear understanding about the designation it is trying to
fill. Full transparency is expected from both the parties. This type of agencies are
usually hired for recruiting the top level of employees. 3.2(B2) Selection Process:
Selection is the method of collecting data for the motive of evaluating and deciding
who should be hired for the particular position. BPL follows several steps to
complete its HUMAN RESOURCE ACTIVITIES OF BEXIMCO
PHARMACEUTICALS LIMITED Page | 30 selection process in a proper way. It is
a very organized way designed by the management to pick the perfect one for the
required position. Screening the CVs: In this step the collected CVs are going
through a screening process. That means each and every details written in the CV is
observed very carefully. The basic criteria that are being considered are, the
language, way of presentation, fonts, the format, simplicity, cleanliness,
transparency and so on. There are marks allocated on several points such as
educational institution and degree. Marks carry based on the type of institution for
example Private or public Universities – BUET, DU, BRAC, and NSU and so on,
so marks varies on from which universities the candidate is. Another matrix is
degree/result. B.Sc., M.Sc.; grades, CGPA, division hold another points here.
Therefore, after screening the CVs very carefully and sincerely the candidates will
be shortlisted according to their total marks. Written Test: After the screening of the
CVs the shortlisted candidates are called to attend a written test. However it is not
always followed for every recruitment. There are several parts which need to be
answered by the candidates such as; basic knowledge, logical part, mathematical
part, situation based, analytical questions, company information, current affairs and
so on depending on the designation or the type of job. Interview: The shortlisted
candidates are called for interview(s). The interview can be staged in different
rounds or just one face to face interview depending on the job criteria or the
designation. Again depending on the designation they methods can be varied in
structured, HUMAN RESOURCE ACTIVITIES OF BEXIMCO
PHARMACEUTICALS LIMITED Page | 31 semi structured or the unstructured
method. Usually the management level jobs required a multistage interview session,
such as group discussion, leadership test, and audiovisual test, and so on to identify
the appropriate candidate for a particular position. Employment Decision: After the
written test and the reference check the candidate is offered some specific
conditions. If agreed with all the conditions then the candidate is provided with a
blank application form where he/she needs to fill some necessary information
regarding himself/herself. This form is needed to be submitted along with the CV.
After that his/her name is included in the company PIS (Personal Information
System). Based on this PIS he/she will be getting the salaries and other
compensations. Pre-Employment Medical Check-Up: After submitting the
application the candidate must go through a medical checkup. This checkup is done
in the specific medical Centre assigned by the company. However, the fees of the
medical checkup is paid by the candidate himself/herself. Company will not bear de
cost of the medical checkup. Offer Letter: After the medical checkup a formal offer
letter is given to the selected candidate. This letter contains all the details about the
basic salary, compensation, utilities, and job responsibilities and so on. This is the
written document of the final selection and being one of the employees of BPL.
Managerial Job Selection: Managerial post could be a very important post for each
and every organization. Once a corporation choose an individual for managerial job
to be established himself accurately. They have to go through the mental ability
tests as well as the personality tests by HUMAN RESOURCE ACTIVITIES OF
BEXIMCO PHARMACEUTICALS LIMITED Page | 32 assessment center.
Assessment center has its own characteristics. BPL follow those very carefully. It
evaluates the managers by giving them specific job tasks, role playing, group
discussion, case studies, management games, etc. It’s a high validity and may
predict each long and short success and advancement in management position. BPL
does not recruit fresh graduate for this position rather a minimum 5 years of
experience is required. While going through the recruitment documents, I have
learnt the processes that BPL use to follow while recruiting any employee. Some of
the samples direct from the company documents of recruitment & Selection
activates for specific positions of BPL are given below: Recruitment Protocol for
Product Officer: The recruitment protocol will be enforced as per following
procedure: Requisition: Job description and job specification would be made for
the particular position and the HRD would be notified by this. Advertisement:
Advertisement should be prepared by HRD and send for publications in the national
daily newspapers and post in the online job sites. HRD should use preapproved
format for the advertisements. Applicants should be asked to write down a
monograph of 200 words on their understanding of the job of Product officer.
Issuance of Interview Card: After receiving the application HRD will prepare
necessary database and send the monograph to the product promotion department.
After screening the applications they will issue invitation card by normal mail and
E-mail. But in case of emergency courier service may be used. On the basis of bio
data evaluation, grading on the monograph, rating should be made as per the
weightage chars. HUMAN RESOURCE ACTIVITIES OF BEXIMCO
PHARMACEUTICALS LIMITED Page | 33 Written test: The following criteria
would be there in the written test: Communication Skills General Knowledge
Logical & analytical ability Academic Knowledge Creative ability. After the
test Bio data questionnaire should be filled up the candidates. Result of the written
test should be published in the company notice board as well as they will be called
by the HRD for confirmation. Initial Interview: Shortlisted candidates after
extempore Performance should be called for interview-1. In this step, a panel for
concerned managers and experts will Interview the candidate. The interviewers
comment and rating should be documented in the form of bcd/rec-3. Selected
candidates should be notified by the HRD. Final Interview: Shortlisted candidates
should be called for Final interview and the result should be given to the candidates
by HRD. Placement: HRD will prepare necessary documents and send the
selected candidates to his/her respective department for placement. Interview
Allowance: Interview allowance should be paid to the interviewees for each test
they will attend, except the written test. However it is not granted for all the cases.
3.2(C) Orientation Process: Orientation programs are very important process done
by the HRD. After joining the new employees have to attend the orientation
program arranged by the HRD of BPL. With the help of this process the new
employees can have a better understanding about the office environments, corporate
norms of the work place, office culture, workplace behavior and so on. These
factors are very crucial to understand because since everything is new for them. So,
in order to give their best they first need to understand the overall picture of that
organization, which is done by the orientation program. The orientation program of
BPL allows the employees to get ideas about the company and its work place. It
helps them to know more so that they perform in a better way. If the HUMAN
RESOURCE ACTIVITIES OF BEXIMCO PHARMACEUTICALS LIMITED
Page | 39 employees have the clear understanding about the job and the place they
will be more productive and aware towards their job responsibilities, and lessen the
job turnover rate. 3.2(d) Training: Training is such experience that bring changes in
techniques and skills of the employees to increase their ability and perform better. It
can improve the attitudes, values, skills, current knowledge about the job, and so on
depending on the training type. To give training to the employees, BPL first finds
out the training needs. It consists of two processes: i. Identify the sector/ criteria in
which training is needed; ii. Identify the employees who really need these training.
The training program in BPL is done in yearly basis as well as after hiring new
employees. To conduct the training program they made a list of functions such as,
when it will be held, who will conduct the program, how many instructors will be
there, will they be hired from outside or inside the company, how many employees
will sit for each slots, what will be the duration of the training program, should the
employees be send in abroad for the training or they should get the domestic
training, training budget, availability of training aids, use of those aids, and so on.
Their training program is designed mainly in two types, such as: I. Functional
Training: This is a department wise training program. That means employees from
each department like HR department, Marketing department, R&D, Production
department are given training on specific needs according to their departmental job
after the need identification. HUMAN RESOURCE ACTIVITIES OF BEXIMCO
PHARMACEUTICALS LIMITED Page | 40 II. Behavioral Training: these are soft
skill training such as communication skills, etiquettes, cultural norms, anger
management, and so on. This type of training is for every employee of BPL not like
department wise. Again these two types of training is given in two ways: I. On The-
Job-Training: in BPL employees are assigned with assignments, job rotation and
even follow up to the supervisors while having on-the-job training. This is not only
for the new recruiters but also for the existing employees. In this way they are
learning and continuously experiencing new objects related to their assigned jobs
while performing their regular day to day responsibilities in their job place. Such as,
working on a specific project and make a report on this, use of machines, safety
issues, report writing and so on. In other ways it increases the knowledge of the
employees without having any additional cost and time. II. Off-The-Job Training:
BPL arranges training outside the organization when necessary, which is considered
as the off-the-job training. They assign experienced trainer to train their employees.
Sometimes the employees are sent outside the country such bas in Singapore or
Netherlands to attend the training programs. The conduct these training so that their
employees can turn into their manpower and become a great resource for their
company. After experiencing the training programs the performances are evaluated
by the trainers. Employees behavior, curiosity, willingness to the new program,
determination, score of activities, presence in the seminars, workshops, attitudes
everything is measures and rated by the trainers, superiors, peers and the
supervisors and the feedback is given.