1.1 Background of the Internship Program

Current world is changing quickly to face the challenge of competitive free market economy. To keep pace with the trend, organization’s need executives with modem knowledge. The course practical orientation in Human Resources Department is an essential part of the MBA program. Under this course the students are sent to gather practical knowledge about Multinational Company, Local Renown Company and others well reputed organization environment and activities. The students also have to submit a report on practical orientation in institution. Mr. Shahriyar Anam, Head of the DBA, authorized me to do the practical orientation. The topic of this Report is “”Importance of Training of  Beximco Pharma”. I have responsible my practical orientation course at BEXIMCO PHARM (HR Department) and submitted this Report to Beximco HR office.

1.2 Intention of the Study

Human Resources Management is one of the very essential and fundamental subjects, for business gaduates who are doing major in Human Resource management. I start my work with some specified objectives. The objectives act as a bridge between the starting point and the goal of the study. The Report on “Importance of Training of Beximco Pharma Ltd.”  has been written as a partial requirement for obtaining the Degree of Master Of Business Administration. The Report has been prepared for allocation the academic purposes only, and not for taking decisions by the Beximco Pharma’s Management or any other organization. However, I have an objective regarding why I started my work on such topic. The main objective is to evaluate and analysis of “Importance of Training of Beximco Pharma Ltd.”  

In briefing the objectives of my study are mentioned below:

• Identify the main objectives of BPL Training.
• Identify the HR activities of BPL.
• Identify the importance of BPL Training.
• To find out the sector in which BPL provides Training.
• To find out a time series analysis of BPL Training.
• To get a clear idea of the role of BPL Training in improving the contribution of the people.

1.3 Sources of Information:

Primary Sources:

The data collected for a purpose or when the researcher investigates a particular problem at hand is known as primary data.

Sources of Primary data:

The necessary data and information was gathered by following sources-

     Examining documents

     Taking in-depth and face to face interviews

     Making observation

Secondary Sources:-

When an investigator uses data, which have already been collected by others for another purpose, such data is called secondary data.

The major parts of information are collected from the secondary such as:

     Annual report of BPL.

     Office files and Documents.

     Study related book and different text books.

     Web site.

Discussion with Concerned Person:

As study related current data are not available, I had to discuss with concern persons for getting up to data information.   

1.4 Scope of the Study:

This study will only cover HR and Training Activities of Beximco Pharmaceuticals Ltd. Head office.

1.5 Limitation:

There may some limitations behind this Report. These are –

There are lacks of sufficient primary and secondary information source.

˜ The time of internship program is too short time to know about the total activities of an organization like BPL and relate concepts to practice.

˜ Company will not give me the total information as it is very sensitive issue, which was needed to explore the current position.

˜ There will be not enough information on the Internet.

˜ I will only gather information from HRD of BPL.

˜ The probable cause of the mistake may be because of the communication gap between the interviewer and interviewee due to differences in my maturity level and understanding.

2.1 Beximco Group:

Bangladesh has come a long way since its independence. It has improved key social indicators and the well being of its people. The Beximco Group of Companies has been an integral part of this progress. BEXIMCO’s philosophy is simple: In identifying opportunities, it has targeted those industries which the country needs most in order to progress and to improve living standards. Beximco is also focused on those industries, which make the most of Bangladesh’s Competitive Advantages in the international market.

As a result of this philosophy, the Beximco Group is today Bangladesh’s largest private sector industrial conglomerate. In the course of its growth, it has created industrial and management capabilities that will serve the country for generations to come.

Over the years since started it could gain a position to symbolize effective management, fund generation, and diversification of exploring business opportunities. Today it is one of the most known names in the country’s business arena.

Beximco practices an appropriate combination to delegate authority and responsibility that works to motivate employees and yield better performance for the company as a whole. Recruiting the efficient and potential people, planning to develop human resources, exploring business opportunity, and information management have strengthened the effectiveness and image of the group.

It has a turnover in 2008 was BDT 18.5 billion. BEXIMCO employs 35,000 people and has 170,000 shareholders. BEXIMCO’s shares constitute 5.72% of the market capitalization  of Dhaka Stock Exchange. BEXIMCO’s industrial businesses include jute, textiles, basic chemicals, ceramics, pharmaceuticals and marine foods. BEXIMCO’s non-industrial undertakings are focused on real estate and construction, engineering, media, information technology, trading and financial services.

It is the establishment and development of businesses critical to Bangladesh’s development, businesses, which are developed and run by Bangladeshis, businesses that develop technologies and practices specific to the needs of the country, which is the defining characteristic of the BEXIMCO story.

The Company is a member enterprise of the Beximco conglomerate. The principal place of Business is the registered office at 17, Dhanmondi R/A, Road No.2, Dhaka-1205. The London Branch is situated at 305A Finchley Road (1st floor), London NW36DT, UK and the Wholly owned subsidiary Beximco USA Ltd. is located at 310 Selviddge Street, Dalton, Georgia-30722, USA.

Philosophy of BEXIMCO

“We firmly believe that in the final analysis we are accountable to each of the constituents with whom we interact; namely, our customers, our employees, our suppliers, our shareholders, and fellow citizens”.

Vision of BEXIMCO

The vision of BEXIMCO reflects in the Chairman following statement (Groups Annual Report 2000).

“If there is one characteristic that has typified the BEXIMCO approach it is Vision to be the best of our nature and human resources. A vision to establish our group and country as a respected and valued regional presence.”

Mission of BEXIMCO

“Each of our activities must benefit and add value to the common wealth of our society. We firmly believe that, in the final analysis we are accountable to each of the constituents with whom we interact; namely; our employee, our customer, our business associates, our fellow citizens and our shareholders.”

2.2 Group Composition:

Beximco was first established in 1965 to produce high quality jut yarn for the international carpet market. But with the passage of time over the last 37 years, the Beximco group has expanded dramatically and become the leading business and industrial stalwart in Bangladesh. Today the company is one of the leading foreign exchange earners in the country’s private sector. Beximco is a group of 34 companies and most of these are being operated through eight divisions.

The divisions namely are as follows:

Major Companies of Beximco Group

Source: Md. Fazlul Haque, Manager, MRC Department, BPL

Corporate Structure of Beximco Group

Source: Md. Fazlul Haque, Manager, MRC Department

 Different Division of Beximco Group

Source: http://www.beximco.org

2.3 Brief of the Divisions:

The number of companies in each division is different. The companies of Beximco group in relation to division have been elaborated as follows: 

 Divisions and No. of Companies of Beximco Group

Source: http://www.beximco.org

2.3.1        Beximco Textile Division:

From fiber to fabric, the BEXIMCO Textile Division is a truly integrated undertaking. The Textile Division has the capability to offer a complete product range for the export and domestic textile markets. The goal of the Textile Division is to become the preferred partner for source of high quality fabrics and clothing from Bangladesh. With highly advanced technology and emphasis on developing local human resources, the Textile Division has the potential to make an important contribution to the nation’s growing ready made garments export sector. Beximco Textile divisions comprises of six companies. They are –

1. Bextex Ltd

Bextex Ltd. (the “Company”) was incorporated in Bangladesh as a Public Limited Company with limited liability on 8 March 1994 and commenced commercial operation in 1995 and also went into the public issue of shares and debentures in the same year. The shares of the Company are listed in the Dhaka and Chittagong Stock Exchanges of Bangladesh.

Bextex Ltd. is the most modern composite mill in the region. Bextex Ltd. has an installed capacity of 288 high-speed air-jet looms in its weaving section and a high-tech dyeing and finishing section with a capacity of 100,000 yards of finished fabric per day. This company is located at the BeximcoIndustrial Park .

Bextex Ltd. has a state of the art composite knit fabric production mill, which serves the growing needs of high-quality knit garments exporters in Bangladesh. The project was set up as a state of the art knit fabric knitting, dyeing and finishing facility. During the year the Company produced and sold high quality of knit fabrics and bringing forth all the latest in hard and soft technologies in knitting, dyeing and finishing of knit fabric.

Bextex Ltd. also has a cotton and polyester blended yarn-spinning mill, with 122,000 spindles is one of the largest spinning mills of the country. The mill was set up to feed the country’s export oriented industries. Bextex Ltd. produces specialized finishes of denim cloth for export in finished as well as cloth only form.

2. Beximco Fashions Limited (BFSL)

Beximco Fashions Limited (BFSL) a member of Beximco Group started its commercial production during July 1997. BFSL is a 100% export oriented garment industry, located at Dhaka Export Processing Zone at Savar, Dhaka.

Beximco Fashions Limited produces over 6 million pcs of high quality dress/casual shirts for prominent brands and retails in USA, Canada & Europe.

Beximco Fashions Limited is managed by a group of professionals including expatriates and aims at producing high quality garments through an effective quality control system right from sourcing of fabric to end product. The number of employees at the beginning of year 2009 is 2,220.

3. Beximco Apparels LTD

Beximco Apparels Limited (BAL) a member of Beximco Group started its commercial production in March 1985 under the name of Comtrade Apparels Limited as a joint venture project between Comtrade Limited of Lausanne, Switzerland and Beximco Group. Comtrade Apparels Limited name has been changed to Beximco Apparels Limited since January 01, 1997.

Beximco Apparels Limited is a 100% export oriented garment industry, located at Shantibagh (Rajarbagh), Dhaka. It produces over 2.5 million pcs of high quality men’s dress/casual shirts and ladies blouses for prominent brands and retails in USA, Canada & Europe.

Beximco Apparels Limited is managed by a group of professionals’ aims at producing high quality garments through an effective quality control system right from sourcing of fabric to end product. The company employed 876 employees as of February 01, 2009.

4.  International Knitwear & Apparels Ltd

International Knitwear and Apparels Limited (IKAL) a member of Beximco Group started its commercial production during July 1997. IKAL is a 100% export oriented garment industry, located at BeximcoIndustrial Park, Sarabo, Kashimpur, Gazipur.

International Knitwear and Apparels Limited produces about 5 million pcs of high quality knit garments (tops & bottoms) for prominent brands and retails in USA, Canada & Europe.

International Knitwear and Apparels Limited is managed by a group of professionals including expatriates and aims at producing high quality knit garments through an effective quality control system right from sourcing of fabric to end product. The number of employees at the beginning of year 2009 is 821.

5. Crescent Fashion & Design Ltd.

Crescent Fashion and Design Limited (CFDL) a member of Beximco Group started its commercial production in 2005. CFDL is a 100% export oriented woven garment industry, located at BeximcoIndustrial Park, Sarabo, Kashimpur, Gazipur.

Crescent produces about 5 million pcs of high quality men’s & ladies tops & bottoms for prominent brands and retails in USA, Canada & Europe.

Crescent is managed by a group of professionals’ aims at producing high quality garments through an effective quality control system right from sourcing of fabric to end product. The company employed 1414 employees as of February 01, 2009.

6.  Esses Fashion Ltd.

Esses Fashions Limited (EFL) a member of Beximco Group started its commercial production in November 2004. EFL is a 100% export oriented knit garment industry, located at BeximcoIndustrial Park, Sarabo, Kashimpur, Gazipur.

Esses Fashions Limited produces about 5 million pcs of high quality knit garments (tops & bottoms) for prominent brands and retails in USA, Canada & Europe.

Esses Fashions Limited is managed by a group of professionals including expatriates and aims at producing high quality knit garments through an effective quality control system right from sourcing of fabric to end product. The number of employees at the beginning of year 2009 is 863.

2.3.2        Beximco Jute Division:

Beximco Jute Division, BJD, started its journey 43 years ago, when New Dacca Industries Ltd. was set up by late Fazlur Rahman in March 1965. Because of its quality, Beximco now is a global name to put trust on, specializing itself to produce the finest quality of natural yarn made from jute. Through our four decades of experience, we understand what our clients want from us. And that’s why our products and services are incomparable.

Today Beximco Jute Division is comprised of three companies with total annual turnover of over US$20 million. These are New Dacca Industries Ltd — the spinning mills and Sonali Ansh Ltd & Esses Exporters Ltd. New Dacca Industries Ltd. was nationalized in 1972 when its production capacity was 6MT/day. Sonali Ansh Ltd and Esses Exporters Ltd were set up in the same year (1972) for procuring, baling, and exporting raw jute and jute goods third party source. New Dacca Industries Ltd was returned back to the owners in 1978. 1979 saw the birth of Shinepukur Jute Spinners Ltd (which was later renamed as Shinepukur Holdings Ltd) — the other spinning mills under the same Management. In July 2005, however, New Dacca Industries Ltd acquired all the jute business of Shinepukur and became the single largest yarn spinning mills in Bangladesh. In course of time, today Beximco Jute Division is the most diversified and largest jute spinner in the world.

OUR MISSION

Each of our activities must benefit and add value to the common wealth of our society. We firmly believe that in the final analysis we are accountable to each of the constituents with whom we interact; namely, our employees, our customers, our business associates, our fellow citizens, and our shareholders.

2.3.3    Beximco Real Estate & Construction And Trading Division:

Beximco Engineering Ltd. (BEL), is a wholly owned construction unit of the renowned industrial and trading house Beximco Group and uniquely serving the needs of the construction industry in a world of rapidly changing technology. The name BEL is the culmination of long process of organizational development that started in the 70’s. Initially it started as a specialized engineering and management unit within the Beximco Group. Finally as the work load increased to a level beyond the capacity of a small team, BEL was created as an independent Company in 1984. An experienced team of engineers and key management people, formed the core of the Company.

Backed by the accumulated experience BEL has established a systematic comprehensive engineering superiority to execute any kind of construction projects and respond to the challenges facing it.

Financially stable as the subsidiary of Beximco Group, BEL has access to the expertise and facilities of its parent and to those of other subsidiaries to undertake complete programmed, planning, implementation and completion of construction projects of any magnitude.

BEL has been a technological leader and pioneer construction company in Bangladesh for years. Today sustained by the support of Beximco Group and its own capabilities BEL continues to make great advances in the development of nation building tasks. Their accomplishments and capabilities which lend particular strength and satisfaction reflected by the clients.

Currently BEL has increased a good number of staff including technical & management professionals for its field and head office.

In order to keep ahead of its competitors and to maintain high professional management quality and technical skill, BEL provides management and development training programmers throughout the year.

These training programmers are conducted through Beximco Group’s own training center which is fully equipped with modern training facilities and qualified training staff both local and expatriates. Key professionals are also sent abroad for training not available at home.

Now with the skills and proven record of achievement BEL is committed to utilize these skills to ensure fulfillment of both its own goal and goals of valued clients for a better tomorrow.

2.3.4     Beximco IT Division:

With the new millennium just around the corner, Beximco is keen to stay on the Information Superhighway. The companies included in this division are Beximco Computers, Beximco Systems, and BOL Online. Beximco Computers Ltd. is still the nation’s largest volume re-seller of IBM PCs. With the launch of a new version of BexiBank, an integrated multi-user, multitasking banking application system. Beximco Computer Ltd.’s software is in use at over 300 branches of 15 major banks nationwide.

Beximco’s first foray into education, Beximco Systems Ltd. is joint venture collaboration with the largest information technology institute of India, NIIT. Molded after NIIT’s highly successful training centers across India, the NIIT Centers in Bangladesh have the highest growth rate of any NIIT facility for enrollment levels in its short courses and degree programs.

Bangladesh Online Ltd. (BOL), Beximco’s Internet Company launched its operation in August of 1998. The company has the fastest access among ISPs in Bangladesh. This division to serve group’s interest in the most booming sectors of the world that is Information Technology. Since it started operation it proceeded very fast and became the market leader soon. It is pioneer company in Bangladesh to offer complete solution of automation. It also introduces the brand IT products to this country.

2.3.5    Beximco Media Division:

It is involved in publication of dailies and monthlies both in English and Bengali. The publications are “The Daily Mukto Kantha”, “The Daily Independent”, fortnightly “The Ananda Bhuban”, “Shaili”, and weekly “Onneysa”. The Bengali daily newspaper has closed its operation. Although BEXIMCO’s first foray into the media field was just three years ago, its products have made significant inroads into the publishing arena. BEXIMCO has also launched a news agency, the Associated Press of Bangladesh, to provide up-to-date and news-feeds to the Bangladeshi press.

2.3.6     Beximco Chemical Division:

Beximco chemical division one of the part of Beximco group, is committed to preventing all forms of pollution to preventing all forms of pollution by reducing environmental damage due to the manufacturing activities to an attainable minimum level. The bulk of the profit of BEXIMCO group comes from the Chemical Division. Its quality products, services and high standard of professionalism helped to earn public recognition both home and aboard.

Beximco Chemical Division consists of four companies and is mainly involved in pharmaceutical business so far. Products and services offered by the Chemical Division are trendsetters in the country.

This division is involved in the following companies:

Beximco Pharmaceuticals Ltd. (BPL)

Bangladesh Antibiotics Industries Ltd.

Pharmatek Chemicals Ltd. (PCL)

Sub Divisions of Beximco Chemical Division

Source: http://www.beximco.org

2.3.6.1 Beximco Pharmaceuticals Ltd. (BPL):

Beximco Pharmaceuticals Ltd. is the leading pharmaceutical company of Bangladesh. It all began in 1980 when BPL’s first product made under license of Bayer AG, Germany rolled out of a small manufacturing plant in Tongi, Dhaka. Products made under license of Upjohn Incorporated, USA followed. After its initial years of struggle it broke ground with the launching of its own products 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. Today, BPL holds a 15% share in the domestic market after competing with such Multinational Giants as Glaxo, Welcome, Novartis, Hoecsht, Rhone Poulenc Rorer, Fisons etc. The commissioning of BPL’s Basic Chemicals unit in 1990 had established a very significant milestone in the history of the country’s chemical industry. With a record of the highest growth rate in the history of Bangladesh pharmaceutical industry. BPL received the Export Gold Trophy in 19994-95 for its exports of these two basic chemicals making it the first pharmaceutical company in Bangladesh to win the Export Trophy.  BPL has maintained its leadership position with the consistent growth over the year.

2.3.6.2.  Bangladesh Antibiotics Industries Ltd:

Bangladesh Antibiotics Industries Ltd started its commercial operations in 1993 with an annual production capacity of 6 million bottles (500 ml) of life saving I.V. fluids. BIL emerged as the fastest growing infusions Company in Bangladesh. BAI is regarded as technologically the most advanced manufacturer of IV fluids in the country. Over the years, the products of BAI have earned the trust and confidence of the customers by ensuring maximum safety & satisfaction of the users. Despite stiff competition, BAI succeeded in retaining its number one position in Bangladesh infusions market with market share of around 50%. Well reputed for its quality both at home and abroad, BAI is the first and only Infusions company in Bangladesh to obtain ISO 9001 certification.

2.3.6.3. Pharmatek Chemicals Ltd.:

Pharmatek Chemicals Ltd. is the leading bulk producer of paracetamol in Bangladesh. It caters to almost 60% of the local market and supplies its products to both national and multinational companies operating in Bangladesh. The company is managed and operated by BPL under a long term management contract.

2.3.6.4.  Others:

Apart from these there are some other companies being operated within the group’s corporate structure.

Organizational Structure of Chemical Division is shown in the next page.

3.1 Background of Pharmaceutical Industry of Bangladesh:

Pharmaceutical industry is one of the most important sectors in Bangladesh. The scenario of pharmaceutical industry can be described in two parts- before the Drug Policy Ordinance in 1982 and after the Drug Policy Ordinance in 1982.

Before 1982, there were 177 licensed pharmaceutical manufacturers in the country but local production used to be dominated by the big multinational drug companies (MNCs) which manufactured the lion’s share about 75% of the products, 25 medium sized national companies manufactured another 15% of the products and 133 small local companies (LCs) produced the remaining 10%. These multinational companies were fully armed with the technical know-how for producing sophisticated essential drugs, but they were only engaged, to a large extent, in formulation of simple drugs including many unnecessary products. At that time, the unregulated drug market of the country had very favorable conditions for pharmaceuticals to over price their products. That time local firms could not compete effectively with these multinational market tycoons.

Pharmaceutical sector is one of the most developed hi tech sector which is contributing in the country’s economy. A great change was noticeable in the pharmaceutical industry after the Drug Policy Ordinance of 1982. The total national production of pharmaceuticals has risen by a substantial 63%; the value of essential drug made in national factories has gone up by 140% over the four years following the drug policy promulgation. At present, more then 97% of the total demand of medicinal products is met by local production. Local companies (LCs) increased their share from 25% to 70% on total annual production between 1982 and 2000. In 2000, there were 210 licensed allopathic drug-manufacturing units in the country and now there are 265 registered companies are operating. Few of the multinational companies closed their business in Bangladesh, as it was difficult to make huge profit after the Drug Policy. Among the multinational companies ACI and Pfizer are now running its business in national ownership.

Pharmaceutical sector has become one of the largest sectors in earning foreign currency after ready made garments (RMG). Meeting more than 97 percent demand of the local market, Bangladeshi drugs gained a significant position in the world’s drug market. Locally manufactured drugs are now being exported to more than 52 countries across the globe like- Vietnam, Singapore, Myanmar, Bhutan, Nepal, Sri Lanka, Pakistan, Yemen, Oman, Thailand, and some countries of Central Asia and Africa.

Table-1: National Demand met by Local production & Imported drugs

3.2 Top Ten Pharma Companies in Bangladesh at Present:

Shares of Top Ten Pharma Companies:

Ten companies are occupying more than 60 % of market share, where there are more than 250 (registered and unregistered) companies in Bangladesh Pharmaceutical Market. Out of these top ten pharmaceutical companies in Bangladesh, eight are local companies, while only two are multinational companies (MNCs). The top two domestic manufacturers, namely Square and Beximco Pharmaceuticals are having a combined market share of about 25% of the total pharmaceutical market of the country.

Top Ten Pharmaceutical Companies in Bangladesh

Shares of Top Ten Pharmaceutical Companies

In Bangladesh, Pharmaceutical market has strong prospects (present annual growth rate is 12%-15%). The pharmaceutical business is stable because it has good cash flow, is recession proof, and the market for pharmaceutical in Bangladesh is favorable. This sector is the second largest foreign investment sector in Bangladesh (about 30%). With the development of healthcare infrastructure and increase of health awareness and the purchasing capacity of people, this industry is expected to grow at a higher rate in future.

Pharmaceutical Industry has grown in Bangladesh in the last two decades at a considerable rate. Its healthy growth supports development of auxiliary industries for producing glass bottles, plastic containers, aluminium collapsible tubes, aluminium PP caps, infusion sets, disposable syringes, and corrugated cartons. Some of these products are also being exported. Printing and packaging industries and even the advertising agencies consider pharmaceutical industry as their major clients and a key driving force for their growth.

4.1 Beximco Pharmaceuticals Ltd. (BPL):

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.

Today, BPL holds 10.0% of share in the domestic market after competing with such Multinational Giants as Novartis, Hoecsht, Rhone Poulenc Rorer, Glaxo SmithKline, Fisons etc. The total numbers of share holders are 47,811 and the total numbers of employees are 1,328. BPL manufactures and markets a high quality and cost-effective range of about 80 formulations covering all major therapeutic groups.

BPL is the first company to receive National Export Trophy (Gold) in 1994-1995, which was the very first year of introduction of such award by the government of Bangladesh. This is the highest national recognition for excellence in Export .Beximco Pharmaceuticals Ltd. Has also been awarded National Export Trophy (Gold) recently for two consecutive years 1998-1999 & 1999-2000.It is the only company to be the record 3 times winner of this award for its outstanding export performance.

BPL has transformed its activities, culture, style and philosophy to meet the demands of the new millennium. Business diversifications that are strategically important for sustained growth are results of its vision of the future. A multi-million dollar pharmaceutical formulation plant which will be fully up to the USFDA standard is being built. On completion, this plant would be one of the most modern plants in this region. Several new bulk drug facilities are being developed to backward integrate their high volume products. BPL’s commitment to its customers is to always offer them the best both in product quality and services.

4.2 Major Achievements of BPL

4.3  Board & Management 

Source: Annual Report of BPL, 2009

4.4 Company Profile at a Glance                     

Beximco Pharma’s Differential Edge

• World class manufacturing facilities
• Highest cGMP standards
• Outstanding product quality
• Sophisticated formulation technology
• Diversified dosage forms & products
• Significant investment in R&D
• Excellent customer services
• Responsible care for the environment
• Commitment to the people & the society

4.5 Blockbuster Products of BPL

4.5.1. Demandable Products of BPL

4.5.2. Hi- Tech Products of BPL

4.6 Departments of BPL and their Activities:

BPL has highly qualified professional staffs for handling all the condition of the company. Introduction of various divisions are as follows:

Central Product Management (CPM) Department

Purchase Department

Market Research & Statistical Cell (MRC) Department

Sales Department

Human Resource Department

Finance and Accounts Department

Sales & Training Department

Management Information System (MIS) Department

Multimedia Department

Medical Services Department (MSD)

International Marketing Department

BPL Factory (Works Department)

4.6.1 Central Product Management (CPM):

CPM stands for Central Product Management that 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.

Different people from different background are working in this department to flow the activity accurately. There are Business graduates, Pharmacists, Microbiologist and Doctors.

Major functions of the CPM Department are:

     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

     Conducting meeting with field workers

     Issuing budget in consulting with different department

     Setting price for each product

     Collecting statistical data which are relevant to their operation

There are three sub wings under Central Product Management (CPM) Department:

StatisticsDesigning and Desktop Publishing

Sample Store

4.6.2 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.

     It arranges for bidding to the suppliers which involves close interaction with the planning department.

     Along with the planning department, it has to cooperate through the whole process of purchasing raw materials from available sources.

     This department also involves about the machinery requirements for a specific production process and their purchasing.

4.6.3 Market Research & Statistical Cell (MRC) 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.

Responsibilities of the Market Research & Statistical Cell (MRC)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.

     Arrange training for field force.

     Performance evaluation of the market researchers.

     Secret tours are arranged by the department to cross-check the data accuracy of the market researchers.

Responsibilities of the Market Research Representatives (MRR):

      Visiting chemist shops to check out and collect the prescriptions, slips, OTC drug.

      Filling up market research sheet where the doctors’ name, territory code, the name of the prescribed medicines is written down.

      Make a summary of daily collected data and send to the MRC department by mail as well as to respective MPE.

4.6.4 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.

Main activities of Sales Department are-

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.

Strategy developing for effective sales force.

Arrange training for field force.

Handling critical customers.

Ensuring product availability.

Donation handling.

Performance evaluation of the sales force.

Organogram of Sales Department

4.6.5 Human Resource Department (HRD):

There are two major types of activities have HRD. These are:

1.         i.            Administrative functions (maintenance and protocol services)
2.      ii.            Human resource related functions

The objectives of Human Resource Department (HRD) are-

     Recruitment policy and procedure

     Conformation policy and procedure

     Placement of employees

     Human Resource Development

     Organizational structure review and modification

     Career planning

     Hiring and firing

     Job description preparation

     Conducting appraisal at the end of each year

     Induction, Attendance and leave

     Maintaining and developing employees personal files

     General services

     Safety and security

     Welfare activities for employees

4.6.6 Finance and Accounts Department:

There are three wings under the Finance & Accounts Department. These are-

1. 1.      Treasury Accounts
2. 2.      Financial Accounting
3. 3.      Management Accounting

i) Core functions of Treasury Wings:

     Fund management

     Maintaining banking transactions loan and leases

     Party payments

     Employee payroll

ii) Core functions of Financial Accounting Wings:

     Day to day transaction recording

     Monthly Reports

     Auditing

     Handling Tax related matters

     Maintaining legal compliance

     Maintaining SEC rules

     Preparing Financial Reports

iii) Core functions of Management Accounting Wings:

     Budgeting

     Costing

     Internal Reporting

     Maintaining project’s capital expenditures

4.6.7 Management Information System (MIS) Department:

The MIS Department takes care of total automation of BPL. It supports the hardware and software network of the company and the factory. This 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. The department also established a Wide Area Network (WAN) with the 12 depots around the country. MIS department develops the access Control & attendance monitoring System internally. The department maintains the radio-link between the factory and the head-office. The software section is to work for developing software solutions as per organizational requirements.

4.6.8 Multimedia Department:

BPL 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, etc. of the text are carefully selected to attract the target audience easily. It has designed some Kiosks (touch screen computers) 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 publications.

Major functions of the Multimedia Department are:

Web page designing.

Developing multimedia presentation for presentation programs.

Making videos of conferences, meeting etc.

Designing the cover page of annual report.

Making video for products.

Making video for company.

Keeping the records of annual meeting and other meeting.

Storing still photographs and video on medical science.

Copying literature, promotional tools, and medical in CDs to gift it to doctors.

Organogram of Multimedia Department

4.6.9 Medical Services Department (MSD):

This department is a unique department in this industry as BPL established this first ever in order to create easy relationship through using the professional linkage with the doctors, the ultimate customer of the pharmaceutical companies. It provides services (eg. slide preparation, providing different journals, books etc.) to the health professional on different issues and receives feedback from them. It arranges seminars on different issues such 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 inter-net and allows free browsing facility for the doctors. Thus it helps the medical community and at the same time increases the company image outside.

4.6.10 Sales & Training Department:

The Department has the responsibility of providing training to the firm’s employees and management. There one Manager and two 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.

i)            Induction Training Programs for MPEs

ii)         Supervisory Management Programs for ASEs

iii)      Advanced Supervisory Management

iv)        Refresher Training Programs for everyone in sales

4.6.11 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 this company first started 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, growth rate, fertility rate, population break down, etc.)

     Health Status (health manpower, people per doctor, etc.)

     Economic Overview (GDP, size of household, government health expenditure as percent of GDP, etc.)

     Medical Infrastructure (number of dispensaries & hospitals, no. of beds, etc.)

     Market & Its Growth (condition of pharmaceutical market size, growth, leading pharmaceuticals and brands, therapeutic areas, etc.)

     Legal Aspects (govt. regulatory affairs, export-import regulations, trade barriers, registration procedures, etc.)

     Take necessary steps to enter into the market.

4.6.12 BPL Factory (Works Department):

Beximco Factory Complex (a manufacturing plant in Auspara, Tongi, Dhaka) has 7 acres of land and a total covered space of 160,000 sq. ft. Total manpower in the factory complex is 450. It has three different types of plants:

1. Formulation Plants for pharmaceutical Products.
2. Raw materials Plants:

     Basic Chemical Plants: Produces raw materials of Antibiotics.

     Pharmatek Chemicals: Produces raw materials of Paracetamol.

1. Beximco Infusions Ltd.: Produces Intravenous (IV) Fluids.

4.7  Departments in Factory:

BPL has following departments:

Such of these Departments are briefly discussed below:

     Solid Department: It has two main subsections–

(a)  Solid Manufacturing consists of granulation, compression and coating.

(b)  Solid packing has three different types of outputs-strip packs, blister packs and bottles 9 for Vitamins).

     Liquid, Cream and Ointment (LCO): Liquid products are packed in three different production lines. Cream and Ointment are dealt in a separate room.

     Antibiotic Formulation: It has two different production lines-capsules and dry syrup & suspensions.

     Quality Control: Performs chemical and micro-biological tests for products and raw materials.

     Quality Assurance: Checks environment of different process (cleanliness, temperature, humidity) and physical properties of products and raw materials.

     Product Development: It has been divided into two R&D teams. R&D-I is responsible for the improvement of existing formulations and R&D-II is engaged in the developments of new formulations.

     Production Planning: Prepares production schedule and raw materials handling schedule.

     Metered dose Inhaler (MDI) Plant: It produces inhalation aerosols. Every step follows documentation like-validation of facilities and equipment, trained personnel and preventive materials.

     Engineering and Maintenance: Provides utility services to different departments and looks after preventive & breakdown maintenance of different machines.

     Administration: Services provide like-canteen, transport, cleaning washroom, garden etc.

4.8 SWOT Analysis:

Strengths :-

Beximco Pharmaceuticals Ltd. (BPL) is a foremost frame pharmaceutical company, acclaimed for its outstanding product quality, strong brand equity, world- class manufacturing facilities, product development capabilities and outstanding service.

BPL manufactures and sells generic pharmaceutical formulation products, active pharmaceutical ingredients and intravenous fluids. The Company also manufactures and markets its own branded generics for almost all diseases.

Beximco Pharmaceuticals Ltd is the largest exporter of pharmaceuticals from Bangladesh.

Beximco Pharmaceuticals Ltd. has been producing  world class pharmaceutical products following current Good Manufacturing Practice ( cGMP) as required by the World Health Organization (WHO) in order to improve health, happiness and quality of life.

Beximco Pharmaceuticals Ltd has effectively captured the local pharmaceutical market and enjoy a commending share of 9% of the entire market.

Beximco Pharmaceuticals Ltd believes that aggressive power of any company will be importantly dependent on its effectiveness to manage its information resources in the coming century. They using different type of technology for move their companies to carrying innovation forward.

Beximco Pharmaceuticals Ltd. has secured market niche in the market  by following cost leadership strategies amid differentiation strategies as well as aggressive promotional activities. The company’s strong support to the medical community has gained its brand loyalty from the doctors.

Beximco Pharmaceuticals Ltd  is keen diversity its capacity of producing and marketing. Strong export demand and international product registration have led BPL to embark on a massive capacity expansion program, as evident in completion of the FDA standard plant will help it to enter into the USA and EUROPE markets.

Beximco Pharmaceuticals Ltd manufactures GLAXOSMITHKLINE in halation aerosol ‘ Ventolin’ which proves the quality of the company’s world-class machinery.

Beximco Pharma has already established its value in the customer’s eye as a reputed company who supplies quality product’s in the market. So the company can enter into the existing market with its new innovation products without fear.

Beximco Pharma strategic strengths include strong recognition of its brands, highly skilled work force and diversified business mix.

Beximco Pharmaceuticals Ltd. has products of different therapeutic classes, each of which, occupies a prominent position in the  market and the heart of our customers and shareholders.

Weaknesses:-

Beximco Pharmaceuticals Ltd (BPL) has a narrower product line and number of products than its most important challenger in the market.

Beximco Pharmaceuticals Ltd (BPL) produces very small kind of inject tables comparing to its competitors. The injects tables market is a large one and it is captured by the rival companies.

BPL’s sales activities are less founded in remote rural areas.

Opportunity:-

Beximco Pharmaceuticals Limited is the leading drug manufacturer in Bangladesh, announces that it has commenced exporting drugs into Belize of Central  America.

Beximco Pharmaceuticals Ltd. manufacturer and the largest pharmaceutical exporter of Bangladesh, has started supplying medicines to PacificIsland country, Fiji, a company statement said today.

BPL included twenty five products covering a wide range of therapeutic categories, including antihistamine, antihypertensive, antibacterial, lipid lowering, respiratory, antiulcerant and pain relievers.

The Company already exports pharmaceuticals into a number of countries in East Africa and South East Asia and is now seeking to build its presence in Central and South America.

 Threads

Beximco Pharmaceuticals Limited (BPL) has launched a novel, new generation corticosteroid inhaler Cesonide for the treatment of adults suffering from persistent asthma.

Beximco Pharma has a strong commitment to developing the next generation of

anti-inflammatory agents for the treatment of asthma.

Leading drug manufacturer in Bangladesh Beximco Pharmaceuticals Limited

introduced  Oseflu capsule for the prevention and treatment of human cases of Avian influenza (H5N1) causing Bird flu.

Due to its safety and effectiveness against pandemic strains of influenza, the

World Health Organization has recommended it in the event of an influenza pandemic.

Competition from the local Pharmaceuticals companies and the very specifically in context of price is a major threat for BPL.

5.1 Introduction

HRD is the innovative impression now a days for an organization. HRD obviously deals with the working people. It works to develop employee’s behavior, personal skills, abilities organizational and individual goals and encouraging People to be productive and satisfied employee.

Some of the companies in Bangladesh doing HR activities smoothly, Beximco Group is one of them. Beximco Group is a big organization having 8 divisions all over the country covering all the important locations. Beximco Pharmaceutical Ltd which is under Beximco Group has almost 2500 employees.

HR activities are necessary for BPL, as a pharmaceutical organization- BPL deals with the different employees with the various departments, and many people working there. That’s why successful implementation of HR activities is very much needed.

The objective on HRD are-

     The organization has right number and kinds of people.

     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 employee.

     A work environment that minimize absenteeism and keep turnover at a desirable level.

     Implications for the future demand of HR.

Beside these activities HRD also conducts some other important tasks which are given below:

     HRD performs administrative function (maintenance and protocol services).

     HRD can take legal action for misconduct (theft, fraud, dishonesty, habitual late attendance, habitual negligence or neglect to work) of employee.

     HRD has provided various amenities (washing facilities, canteen, shelters or rest room) for the employee.

Responsibility of manager of HRD

HR manager carryout some assignment. These are given below-

• Responsible for the whole activities of HRD.
• Implement HR strategy smoothly and properly.
• Organize the monthly meeting at the end of the month.
• Attend the monthly and quarterly meeting with the top management.
• To ensure the smooth work environment for the employees.
• To measure yearly performance appraisal for the employee.
• Check out any sort of periodical report and signed whenever necessary.
• Maintaining overall monitoring and control system.

Responsibility of officers of HRD:

• HR officers recruit MPE and officers.
• They review organizational structure.
• They maintain employee’s personal file.
• They prepare job description for the employee.
• They provide safety and security for the employee.
• They also maintain attendance and leave for the employee.

Beside these officers do some other extra work when needed and required.

5.2 Organogram of Human Resource Division

Source: Mr. Faisal Khair Chowdhury

Sr. Human Resources Officer BPL.

5.3 Manpower of Several Divisions of BPL:

Source: Mr. Faisal Khair Chowdhury, Sr. HR Officer, BPL.

5.4 Major Functions of HRD in BPL:

BPL new accomplishes their HR functions splendid way. The major functions are briefly stated below-

5.4.1 Acquisition:

BPL management clearly exquisites right number of people at the right placement in the right times. So that, the people will be able to complete their tasks in the most effective and efficient manner.

5.4.2 Development:

BPL must ensure employees job involvement by providing various types of training and development programs, internal and external workshop, seminars, conferences, etc. the recent days job become more dynamic so that employees should be proper skilled match with the present environment. BPL arranges the development programs for fulfillment of top level vacancy.

5.4.3 Motivation:

BPL wants to create motivation by improving personal skills and abilities, compensates people by fulfillment of their needs. The employees may be self motivated by taking BPL’s social welfare activities.

5.4.4 Maintenances:

BPL ensures employee’s job assurance, providing various types of benefits, and also wants to retain experience personnel in a proper way.

5.5 Human Resource Planning In BPL:

Human resource planning is a well set produce which really forecast the future plan for staffing need employees career path, and best combination with people and the job recruitment. Human resource planning provides inputs as to the human resource implication of the business plan.

BPL maintains some planning programs for their future development job the employees and their work force. These are given below

5.6 Strategy on Planning Process:

BPL follows five stages for human resource planning.

Collection of Information:

BPL is both external and internal environment for collecting information. In external environment it consider economical feasibility, technological advantages, competitors taken strategy and control of government regulation before taking Human resource planning. In internal environment BPL collect information by sustaining organization short term and long term strategy, current Human resource activities employees’ behavior etc. 

Estimated Demand for Human Resource:

BPL forecasted demand for Human resource how many and what types of people needed to be carried out organizational future plan.

Estimated Supply for Human Resource:

 Supply of Human resource could is internal source and external sources. In internal sources individual taken from existing employees. So that, they will be able to full-fill future demand with the short time period. BPL now follow human resource information system (HRIS). It preserves furnished data based information about all the employees and it continuously upgraded with the change of time. In external source of supply of workers are taken from the out side of the organization. BPL naturally prefers the external supply of employee. Before the taking any decision of match with expected demand plan and job conducted program:

Plan and Job Conducted Programs:

BPL arrange job conducted programs to feasible the work force size. Due to job rotation BPL many arrange training programs for changing employees skill and ability mix, develop managerial succession plan and also individual career plan through conduct needed programs.

Incase of BPL the shortage labor has not done yet. But in some cases they have surplus employees. BPL conduct with them for the existing job but when the new vacant created they are switched on that position.

• Reduction in Force Policy (RIF Policy): RIF policy is one kind of legal document. It is a procedure for lying off employees. Generally layoff policy creates bad expression, hampering productivity and goodwill. If it done through production in force policy its validity will much longer. BPL follow RIF policy. But in BPL its implementation rate is so longer then other organization. Because has no too mach surplus employee.

• Career Path: BPL completes successful career planning through satisfying personnel. It help them desirable involvement with their job and the employees in a right way which result right job fit. Recent years most of the organization follow spiral career path. BPL also follows it. Where individual personal go up with the lateral position. And gather experience with the diversify himself or herself.

Feedback on Planning Process and Implementation:

The Feedback system of strategies on planning process is vary much essential thinks BPL also done it carefully. If there is any lacking of this process then it return back to the first stage for the verification of this process.

BPL implements this procedure it clearly specified. BPL naturally follow short- term planning because it is feasible and time efficient than long- term planning.

5.7 Job Analysis in BPL:

BPL accomplishes personal job analysis job analysis is a vary much needed things of BPL. Job analysis preserve employee’s adequate information’s and analyzes them and helps to make decision promoting, training, operating and compensating employees.

5.7.1 Job Description and Job Specification:

Job description is a legal document. It focused on job. BPL preserve a written narrative description which included with the activities performs in the job information about the requirement working condition under job is performed.

BPL also has done job specification focused on employee. It is specifies employees skills, abilities, behavioral pattern and other personal characteristics.

5.7.2 Sources of Job Data:

There are human and non-human sources for collecting job data are available here in BPL. When doing the job analysis within the short time period BPL uses non-human sources. But when the time is available then BPL goes for human sources for data collection.

5.8 Recruitment:

Recruiting is the procedure where the organization located employees and attract individuals for fulfillment job vacancies.

5.8.1 Objectives and Philosophies:

Objectives:

1.    BPL attracted people from a large amount of applicants with highly qualified.
2.    The post hiring goal is specified and employee must have to stay 3 years as a certain period.
3.    BPL ensure that the reject candidate never sustain with the bad impression when he/ she not selected.
4.    BPL should behave in a positive manner to successful applicant.

Philosophies:

1. BPL deciding on whether to recruit inside or outside of the organization.
2. BPL replaces current employees for the short time. After that, they recruit from the external sources.
3. BPL is committed to ethical overtone.

5.8.2 Provision Requirement System for Employees:

 When BPL recruits some employees to does not give direct appointment to them, it follows provision system. They are giving chance 1 year to employees to match with the job environment. After that BPL ensure their permanent job.

5.8.3 Recruiting Sources:

BPL recruits its employees from the internal and external sources. In internal sources BPL implied people for the short time period. If their time is available it goes for external recruiting process. Most of the time BPL recruit employees by externally include.

5.8.4 Advantages & Disadvantages of BPL Recruiting Process:

Internally recruitment process for BBL does not occurred for all time. Because of known limited quality of labor, arising of ripple effect, looses flexibility, etc.

BPL prefer to pickup employees by externally. Its big advantages are bringing new viewpoints & ideas, it will recover the ripple effect, saving training cost by hiring experience people, etc.

5.8.5 Job Circulation for Exempt & Non-exempt Workers:

BPL usually utilize formal method for external recruitment. For exempt workers BPL uses newspaper advertisements. All the requirements of the job are clearly stated in this advertisement. They are not performing any kind of blind ad. Newspaper advertisement creates large responses. Most of the job ad readers claim organization’s name is crucial point of advertisement that way they are not using blind advertisements.

On the other hand BPL uses Employment Agencies of external recruitment for only non- exempt workers like- security guards. Although it is an expensive method but it is crucial factor for BPL.

5.8.6 Realistic Job Preview (RJP):

RJP is the overall presentation of both negative and positive of a job. BPL maintains RJP in a certain aspect. The people who selected himself for the certain job would be

Self motivated. For this reason turnover rate is low. After considering the positive and negative aspect of the job and employees expectation rate become lower. It reduces gap between expectation and reality, and consequently reduce absenteeism, tardiness and thinking about job quitting, etc. BPL employees are very much committed to take the decision. It may increase for staying with the organization BPL’s employees are concern about the unpleasant event what may occur unfavorably will be able to cope with the situation.

5.9 Selection:

Selection process for assessing job applicants follow HR Planning and Recruitment. The main objective is to peak up the individuals who will do well on the job.

5.9.1 Selection Process/ Procedures:

BPL follow selection process which is stated below-

5.9.2 Decision Making Approach in Selection Process:

BPL usually use hybrid approach for selection process. It consistent with the Multiple Hurdle Approach as well as Profile Matching approach. Every employee should pass each stage before going to the next step. Here at each stage selection is made. In a profile matching approach there is a standard criterion of a successful employee that should point out for each candidate. Those who cover-up most of the requirement he become selected for the job.

5.9.3 Selection Devices/ Tools in Selection Process:

There are many selection devices use in the organization. Such as- application blank, weighted application blank, bio-data, interview, physical test, etc.

BPL follows 3 main aspects used in selection process which are stated below-

• Weighted Application Blank (WAB):

 BPL follows this procedure where they can predict employee’s performance, tenure and employee theft. It will also clarify if anyone has tendency to inflate/ false information, is to develop a questionnaire to see how he/ she tackle situation.

BPL does the reference check through face- to- face by providing police verification and by telephone. BPL claims at least 2  personal references.

• Interview:

 A widely use device for the selection process is to take interview. BPL also follow this method. Interview has 3 categories- unstructured, semi- structured or cone approach, and structured interview. BPL mostly use structured and semi- structured for their aggregate level employees. It also use semi- structured and unstructured for experienced mid level management employees. In a structured interview all question asked by same sequence. It has a degree of reliability.

In semi-structured or cone approach some questions are asked from the specific subjects.

When an interview doesn’t plan the questions or their structured is named as unstructured interview. It has low degree of validity.

• Physical Testing:

 Physical testing is part of selection process. It is essential for blue collar employees. In BPL accomplish physical testing for all type of employees. Although it is a expensive decision but BPL are committed to do physical testing for ensuring employees sound health.

5.9.4 Managerial Job Selection System:

Managerial job is a vital post for each and every organization. When an organization select a person for managerial job to be identify himself accurately. They need to do mental ability test and personality test by assessment center. Assessment center has some characteristics. BPL follow those characteristics. DBBL evaluated a manager by giving them assign job, situational problems, role-playing decision makes, case study, management games, etc. it has a high validity and it can also predict both long and short-term success and advancement in management position. BPL doesn’t recruit new or fresh graduates for managerial post. It recruit at least 5 years experienced employee for managerial post.

5.10 Compensation:

Compensation is a system consists of getting together money, goods and services which is taken by the personnel offering by the employers or organization. Compensation is a set of benefits added with the employees basis salary.

5.10.1 Compensation System of BPL:

 Compensation works as a motivation tools for the employees. BPL maintains a sound compensation system for their employees. BPL setting an appropriate planning for compensating personnel. So that compensation system fulfill their personnel need. Sometimes it exceeds employees expectation. As a local renown  pharmaceutical corporation BPL maintaining compensation properly because it may assist to create flexible working environment, raising productivity that brings result on higher returns. 

5.10.2 Components of Compensation System:

BPL naturally follow the two types of compensation components

Direct Compensation Component:

In a direct compensation BPL provides

• Basic Payment
• Individual Incentive Payment
  • Festival Bonus
  • Medical pay
  • Home alliances
  • Gratuity

Indirect Compensation Component:

In an indirect compensation DBBL provides

• Group Life Insurance
• Lunch / Meal allowance

5.11.Training &Development:

Training is a learning experience in that it seeks a relatively permanent change in an individual that will improve his or her ability to perform on the job. Training can improve the changing of skills, knowledge, attitudes, or social behavior. It may mean changing what employees know, how they work, their attitudes toward their work, or their interactions with their co-workers or their supervisor. Every organization needs to have will-trained and experienced people to perform the activities that have to be done.

Job conduct training is very much emphasizing on job performance. BPL consequently has given priority of training and development to the employee. So that BPL introduced training wings as a separate department.

Training Cycle

 5.11.1 Why Training is needed in BPL:

The first step in the design and development of a training program is finding out the people to be trained and the type of training they need. For planning to undertake a training need assessment Exercise Company should answer the following questions:

• What information we need.
• Who will give the information?
• Where to get the information.
• What methods to use for gathering the information.
• What will be the final summary or interpretation will look like.

Training is basically imparted solve significant problems per taming to employee performance at work. The word need implies that something is lacking- there is a shortfall somewhere. The word training further implies that this lack can be supplied by systematic training. If can, thus, be said that a training need exists when the application of systematic training will serve to overcome a particular weakness.

Training need analysis is a process of obtaining pertinent information with a view to determining whether particular performance problem is responsive to training. From information thus obtained will help us to identify the gap between the desired level of performance and actual level of performance.

BPL conducted training programs for the improvement off well fresher as well as the existing employees. Training is the essential part for the managerial job for their development. Though training employees will be able to cope with the adjusted work environment. This will bring into feasibility workforce, personal skills development, adjusted with the working environment, etc. that’s why training is very much needed for BPL’s employees. It is done for both theoretically and practically improve trainee’s skills.

Organization Training Plan

Organization training plan reflects all the training needed for its employees at different level. This is normally done on annual basis. It includes training for different level of management as well as the work people. It is mainly dependent on the organizational policy. Thus the top management must be involved in designing organizational training plan.

A training plan is relatively easy device to supervisor to determine training need and priorities. Supervisors who have many jobs in their department may wonder where to stat training, on which job, and for which people.

The key issues to be considered for preparing a training plan are:

Whether any training in necessary

For whom the training is needed

How the train the people

Who will train

Where to train the people

The time frame needed

Resources required for the training etc.

5.11.2 Methods of Training:

BPL conducted training by utilizing 2 types of methods. These are given below-

5.11.2.1 On-the-Job Training (OJT):

 BPL arrange at worksite in context of actual job. OJT is not only orientation training for new hires but also for the improvement of the existing employees. BPL naturally follow full time assignment, coaching and job rotation. There is a setting rule every employee must work with each and every department the duration of one place for three years. BPL focus on multi-skilled or cross training function.

5.11.2.2 Off-the-Job Training:

Training is conducted outside of the organization. BPL arranges in the home site training or the aboard training programs. It arrange workshop, seminar, etc. they have fulfilled training programs from Singapore and Netherlands. BPL does orientation programs, behavior modeling, case study, role-playing, teambuilding, etc.

5.11.3 Evaluation After Training:

In common parlance, evaluation is the objective assessment of the past to facilitate better forecasting and controlling of the future. In the context of training it is used to determine the effectiveness of a training program. Evaluation is whatever language it is defined should involve the following elements:

Evaluation is a planned process.

     It aims at improving the knowledge and skill of the participants, changing his behavior in the organization improving other new result areas of the organization such as cost of production, absenteeism and turnover rate as well as taking decision about the desirability, nature and content of future training.

     It involves collection of information from the trainees (on both pre-training and post training situation),from his superiors, his subordinates and peers.

     Training is evaluated in terms of objectively variable standards or criteria.

Type of evaluation

There are four kinds of evaluation, they are following:

                 Reaction: This reflects the feelings of the trainees about the  BPL evaluate employee after training program through how a person react due or after the program on the job. Trainer may evaluate through exercise, case study, tests, etc.  BPL Trainers may observing on the job behavior from peer, subordinates, superiors, etc. the impact of employees after training may observe by evaluated to fulfillment certain profit margin, etc.

BPL arranges seminar, workshop, and training program for future development of the employee as a big motivation tool. That’s why they become self motivated and satisfied employee.

Training Budget

Training budget is also very important for implementing an effective training program. The quality of the training should be given priority in preparing the training budget. All the items necessary for maintaining a good learning environment should be taken into consideration in the budget. For cost effective training program all cost items are to be brought under the budget. The source of funding may be different. In-house training may not need to pay subsistence allowances but must include the cost of food. The cost of items should be realistic as far as possible.

The budget will help the management to look into the ultimate benefit of the investment made for the training program.

5.11.4 Different Instructional Methods of Training

There are many instructional methods, and many more variations and combinations of such methods which could be used to achieve training objective. An attempt has been made to briefly survey the important methods which are:

     Lecture Method

     Tutorial Method

     Demonstration Method

     Lesson Method

     Group Discussion Method

     Project Method

     Case Study

     Games

     Role Playing

     Computer Assisted Instruction

Factors that influence the selection of training methods are shown in the following diagram:

5.11.5 Training Goals

BPL goals of the training program should relate directly to the needs determined by the assessment process outlined above. Course objectives should clearly state what behavior or skill will be changed as a result of the training and should relate to the mission and strategic plan of the company. Goals should include milestones to help take the BPL employee from where he or she is today to where the firm wants him or her in the future. Setting goals helps to evaluate the training program and also to motivate employees. Allowing employees to participate in setting goals increases the probability of success.

Other Training Activities:

• Students of various universities are placed as Interns in different departments.
• Significant number of students completed their In-Plant Training in BPL.
• Coordinating factory visit for different government and Institutions.
• All newly joined executives go through a structured Orientation Program.
• We conduct health, Hygiene & different awareness program for our colleagues.
• We conduct training on different compliance parameters for our factory colleagues.

Recommendation and Conclusion

6.1 Recommendation

• BPL is now one of a leading position for their modernization ideas and various facilities for their customers. Moreover to retain the customers, if BPL gives more importance on their marketing strategy, it will outperform their competitors.

• It will be more helpful if, BPL adaptation of more advance technology in the production process and improvement of compensation structure for the staffs and employees.

• Training facilities must be given to employees and officials to increase their efficiency and effectiveness.

• To retain customers, BPL should give more attention on their field force. In this regard, they can employ more talented & educated people as representative.

• Training facilities must be increasing the productivity of the employees that helps the BPL further to achieve its long-term goal.

• Training amenities in improving upon the quality of work and work-life.

• BPL Training facilities leads to improved profitability and more positive attitudes towards profit orientation.

• A company will be most successful, when the company’s employees are job knowledge and skills are in good health.

• Training facilities inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

6.2 Conclusion

In Bangladesh Pharmaceutical sector is one of the most developed hi tech sector that is contributing in the country’s economy. Pharmaceutical sector is one of the express mounting sector in Bangladesh. It is most developed scientific sector. There are 250 registered pharmaceutical companies operating in Bangladesh pharmaceuticals industry. Pharmaceuticals market is now extremely aggressive. Beximco Pharma  is  the leading healthcare company in Bangladesh.

Beximco Pharmaceuticals Ltd. With its progressive business outlook, believes and practices corporate work culture with a classic blend of efficiency and equity. BPL believes in company growth by increasing efficiency level of employees and for that offering excellent environment and support for skill and knowledge up gradation. BPL values productivity as the spontaneous contribution of Human Resources. Strategic Human Resource Development Programs are the energy sources for BPL HR for running towards the zenith of success. Flow of clear and specific information and justification of queries play the vital role to ensure the market reputation of BPL as the most trusted and transparent company and it enriches the motivation level of HR who are the real contributors and owners of his / her own jobs.

At BPL, HRD symbolizes the unique blending of professionalism as well as sharing the stress and success equally like a family where every member has deep concern, feelings and pride for their own company BPL. HR ensures the strong supporting role to develop & implement HR policy guidelines for ensuring uninterrupted operation and spontaneous participation to achieve organizational objective as well as fulfillment of employee needs. HR is maintaining an effective way to deal with labor union and still no unrest has been recorded as dispute. Personnel working here are taking care of BPL as if it is their own family. Employee-employer relation is cordial and supporting always.