Professional Documents
Culture Documents
Submitted To:
Fazilatun Nesa
Course Instructor
Human Resource Management(HRM)
Submitted By:
Mohammad Jaber Chowdhury
ID-107
MD. Rubel Ahmed
ID-244(15th)
Sharmin Akter
ID-101
Muhammad Rajib Khan
ID-106
Siddqua Binta Saide
ID-102
Nur Ahmed Rayhan
ID-096
Intake-16th
Section-3
Program-BBA
Leter of transmital
26 December 2009
Ms. Fazilatun Nesa
Lecturer
Human Resource Department
Bangladesh University of Business & Technology(BUBT)
Mirpur, Dhaka.
Subject: A report on Human resource practice in an organization
Dear Madam,
Here in our report on Human resource practice in an organization you assigned us
to prepare this report as a part of Human Resource Management course requirement.
While writing this report, we have tried to follow the given instruction.
This report will help us to know the present situation of human resource in an
organization. We have tried to gather accurate information about this topic.
We sincerely hope that this report will meet your approval. We would be glad to furnish
you with any clarification if required.
Truly Yours
Mohammad Jaber Chowdhury
ID:07083101107
Sharmin Akter
ID: 07083101101
Acknowledgement
First of all we want to give thanks to Almighty Allah for giving us the opportunity to
complete this assignment. Then we would like to express our grateful thanks to our
honorable parents.
After that we would like to express our gratitude to our teacher Fazilatun Nesa Lecturer
in HRM. His advice helped us a lot to prepare a complete assignment and he never
hesitate to give us valuable time while preparing the assignment whenever we needed.
We also want to give thanks to all of them who have given a lot of valuable suggestions
and moral support to us.
Executive Summary
human organization activity is simply the act of getting people together to accomplish
desired goals. Any organization, whether new or old, small or big needs to run smoothly
and achieve the goals and objectives which it has set forth. For it develops and
implements its own Human Resource Management concepts. As such, the basic functions
of HRM, broken down into seven different areas, allow for it to handle the strategic,
tactical and operational decisions for the organization. The seven functions of HRM are:
Planning, Recruiting, Selection, Socialization, Training and Development, Performance
Appraisal, Compensation, Labor relation, and Motivation function
Beximco Pharma (BPL) is a leading edge pharmaceutical company based in Bangladesh
and is acclaimed for its outstanding product quality, world-class manufacturing facilities,
product development capabilities and outstanding professional services. Its strategic
strengths include strong recognition of brands, highly skilled work force and diversified
business mix. Being a Learning Organization the core essence of Beximco Pharma is its
entrepreneurial spirit in every sphere of its management. In this spirit, the tasks of each
managerial function are carried out through HRM.
In this report, we have tried our best to exemplify how the basic functions of HRM are
exercised in Beximco Pharma. We have analyzed BPLs several functions: planning,
recruiting and selection, training and development, performance appraisal and employee
compensation from the view of Theoretical Definition, Practical Application, Basic
Principles followed and Technology used in each of the functions. We also discussed the
BPLs goals, mission and vision. This report focuses on the Organizations recruiting
process, selection process, source of recruiting, attracting, method of training,
method of developing, compensation and pay rates of BPL which is very significant
from contemporary managerial perspective and also a key concept of organization theory.
we tried to give a thorough idea of the overall economic and industrial condition, existing
competitions in both home and abroad, and future threats of international open markets
etc. In addition to that, we have recommended some alternatives in the final segment of
the report that we believe, could be helpful for BPL to prevail over the mentioned
challenges.
Chapter-1
1.1 Introduction:
Beximco Pharmaceuticals Ltd.(BPL) has been the trendsetter in Bangladesh
Pharmaceutical Market since its inception in 1979. Over the last decade BPL actually
rose to a new standard moving beyond manufacturing quality medicines to win mind
share of patients, physicians, shareholders, business partners, and communities where we
work and live. Our dedication to add more value to the common wealth of the society
compounded by innovative strategies for growth and diversification, pioneering role in
bringing new technology and implementing new ideas, and commitment for total quality
management distills the glory of our success. Today BPL is not merely a market leader.
Most of the products that it actively markets enjoy leadership position demonstrating
incomparable trust of the healthcare professionals. This is the reward for the outstanding
quality of our products- at BPL we never compromise with the quality of our products so
that our fellow citizens can live long, happy and better. BPL is the pioneer in introducing
medical service activities: publishing a full-fledged medical newsletter regularly,
conducting clinical seminars and symposiums to have better understanding of various
diseases and their management. BPL is the first national company who dared to diversify
its business into manufacturing bulk drugs to integrate it self backwards as well as
develop the nations pharma industry. While it would have been relatively easy to
diversify the business into consumer products, BPL chose the harder path with a longterm vision. Today BPL is ready to face the challenge of scarce sourcing of Active
Pharmaceutical Ingredients (API) in the post-WTO era, with its advanced API
manufacturing capability.
BPL is one of the first companies to have an extensively computerized and automated
working environment connecting every corner of the country to the centre. Productivity
through connectivity is one of our heritage of progress. BPL is the first company to go
beyond the national boundary, exporting its quality products in overseas markets in Asia,
Africa, and Europe. More than that, BPL has probably fulfilled a national aspiration of
turning a once import dependent country into an exporter of quality medicines. We
believe, With our technological and managerial know-how and ability to take on
challenges, we will be able to progress much faster towards our objective of becoming
the nations most Visionary company.
1.3 Objectives:
Our min objective is to prepare this report to know about the human recourse practice in
an organization. We try to focus on the report about the HR practice in BEXIMCOPHARMA. The objectives of the study are as follows:
To know the HRM policies followed in BPL, Bangladesh.
To identify the various avenues for improving the HRM policies of BPL,
Bangladesh.
Suggesting strategies to improve the HRM policies of BPL, Bangladesh.
1.4 Scope:
Our assignment is only document basis so we have not opportunity to take interview,
survey and make observation. As it is a report about an organization so we have
opportunity to collect data by reading documents from their web sites.
1.5 Methodology:
To complete our report and reach in a decision we use some method. To collect
information we search internet, read newspaper, and utilize our personal observation. As
it is a report so our data is secondary data.
1.6 Limitations:
There we face some limitation to prepare this report. Those are noted below1. The abundance of computer in our lab is very poor more than students
demand.
2. In lab all computers are not connected with internet.
3. We dont get much time to prepare this repot.
4. This is the time of early final examination, so we cant give more time to
prepare this report.
Chapter-2
1976
Commercial Production:
1980
Status:
Australia, Bhutan, Cambodia, Chile, Ghana, Hong Kong, Indonesia, Jordan, Kenya,
Kuwait, Malaysia, Myanmar, Nepal, Pakistan, Philippines, Saudi Arabia, Singapore, Sri
Lanka, Vietnam and Yemen
Authorized Capital (Taka):
2,000 million
Paid-up Capital (Taka):
1,259.57 million
Number of Shareholders:
Around 66,000
Stock Exchange Listings:
Dhaka Stock Exchange, Chittagong Stock Exchange and AIM of London Stock
Exchange
Number of Employees:
2,310
2.2 Vision
BPLs passionate effort to achieve excellence in all spheres of its operations and its keen
endeavor to incorporate innovative new technologies into its manufacturing practice puts
it ahead of its contemporaries. Viewing the business as a mean of the social well-being of
the investor, employees and the society and customers is the main vision of BPL. The
company makes their best effort to ascertain the financial wealth and moral gains as a
part of the process of the human civilization. Beximco Pharmaceuticals Limited is
committed to contribute to keep the earth clean.
2.3 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.
2.4 Goals
BPL has a strong market focus and is anticipating continued future growth by leveraging
business capabilities and developing superior product brands and markets. The company
is now moving to the world market and trying to expand their business worldwide with a
good quality image. Innovation of new products and satisfying the ever-changing need of
consumers remains a top priority goal. Ensuring full effort to enhance shareholders
highest returns and growth of their asset also holds a key goal of the company.
2.5 Core Values
Trust and reliability to the products emerged as one of the core values of Beximco
Pharmaceuticals Limited. It maintains quality in manufacturing of products according to
the rules of the WHO. Hiring a competent branch of people who are best in their capacity
to serve the company best, strengthen the BPL function of operation .It also give
emphasize on promoting new products through research and bringing cost efficiency in
business operations.
Beximco Pharma believes that it is in the business which deals with human health which
makes it more responsible to keep the highest standards of its products. Through its
products it tries to deliver clear benefits to the patients.
Good products, however, are only one side of its expression of commitment. BPL
believes its responsibility lies even more in ensuring that the society gets benefited while
it continues to grow.
Chapter-3
Human Resource Management:
HRM is a field of management involves planning organizing, directing and controlling
the functions of procuring, developing, maintaining and motivating a labor force.
HR Planning
&
Requisition
Selection
Orientation
Training
Appraisal
&
Evaluation
Benefits &
Compensation
where you can continue to excel. No matter what your field or range of interests, there are
vacancies where your talents can likely be applied and developed. We have thousands of
diverse people from different cultures and backgrounds working in a variety of different
jobs in different fields
6. Written test
7. Selection interview (3 tier)
8. Employment decision (Application Bank)
9. Pre- employment medical check-up
10. Offer letter
11. Orientation / Induction
12. Placement
13. Follow up
Entry-level management
MT (Manager Trainee)
Mid or / and Senior level management
Graded staff / Non- management staff
Internal Source:
There could be a person competent for the required job working within the organization.
If there is, the existing manpower is then shuffled to place the selected person in the new
post. If there is no such person inside the company, then the management goes for the
second step.
Job-posting programs:
HR departments become involved when internal job openings are publicized to
employees through job positioning programs, which informs employees about opening
and required qualifications and invite qualify employees to apply. The notices usually are
posted on company bulletin boards or are placed in the company newspaper.
Qualification and other facts typically are drawn from the job analysis information.
The purpose of job posting is to encourage employees to seek promotion and transfers the
help the HR department fill internal opening and meet employees personal objectives.
Not all jobs openings are posted .Besides entry level positions, senior management and
top stuff positions may be filled by merit or with external recruiting. Job posting is most
common for lower level clerical, technical and supervisory positions.
Departing Employees:
An often overlooked source of recruiters consists of departing employees. Many
employees leave because they can no longer work the traditional 40 hours work week
.School, child care needs and other commitments are the common reason. Some might
gladly stay if they could rearrange their hours of work or their responsibilities .Instead,
they quit when a transfer to a part-time job may retain their valuable skill and training.
Even if part-time work is not a solution, a temporary leave of absence may satisfy the
employee and some future recruiting need of the employer.
External Source:
All the above options being considered, the company goes for external recruiting if
needed. Those who best meet the skills, qualifications, experience and competencies
required for the position should fill vacancies. Therefore, if there is no candidate within
BPL, Bangladesh who is suitable for the role, external advertisement should be placed to
attract the potential candidates followed by the selection procedures.
Advertisement:
The Company gives advertisement in national dailies (both Bangla and English) to attract
the talents from the market. BPL, Bangladesh puts two types of advertisements in the
newspapers. It sometimes keeps the identity concealed in the ads, mentioning a GPO
BOX number only. The purpose of the concealed identity is to avoid the unwanted
pressure from the stakeholders for the employment of their desired candidates. But this
way the company may lose the talents out there in the market who would have applied for
the same post had they known the name of the organization. This is why the company
kept the identity open in their recent job advertisement when the quality of the candidate
was a very important factor to consider. By revealing the BPL identify, the company
attempts to attract the best potentials among all the others.
Employee referrals:
Employee referral means using personal contracts to locate job opportunities. It is a
recommendation from a current employee regarding a job applicant. The logic behind
employee referral is that it takes one to know one. Employees working in the, in this
case, are encouraged to recommend the names of their friends working in other
organization for a possible vacancy in the near future.
Employment Agency:
An agency finds and prescreens applicants, referring those who seem qualified to the
organization for further assessment and final selection. An agency can screen effectively
only it has a clear understanding of the position it is trying to fill. Thus it is very
important that an employer be as specific and accurate as possible when describing a
position and its recruitment to an employment agency.
The responses to the advertisements are sorted and screened. The CVs as well as the
Covering letters are judged. In the covering letter, the style and language of writing, the
emphasis put on the areas asked for tin the advertisements and the quality of the letter
(whether it is specifically tailored to the advertisement or just a standard response) are the
aspects that are judged. Different weights are assigned to the selection criteria mentioned
in the man specification depending on their relative importance. (for example,
educational institutions like IBA, BUET are given the highest weight among the local
ones and the foreign universities of UK, Australia, etc. are put at par with the best of the
country). Based on the presence of these factors to the desired extent (experience,
educational degree, computer literacy, etc) the cumulative weights for all the applicants
are counted and the short list of a sizable number of the top most candidates is generated.
However, the HR officials also study the CVs with the respective line manager to check
whether any valuable deciding parameter is missed that are mentioned in the CVs. Then
the candidates selected in the short list are called for the written test.
few number of candidates. Then the finally selected person is called for the final
interview. The interview time is kept convenient for the candidate especially if s/he is
working elsewhere at the time of interview. In that case the chosen time is after the
business hour.
did in those examples, which ascertain whether the information received from the
candidate is consistent with that of the referee.
Subjective questions may not always be a reliable guide; however it can be useful to get
the referees opinion on areas such as quality and quantity of work, strengths and
weaknesses etc. a format of Reference Checking Guide is presented in Appendix-1.
job offer. s/he is always free to discuss whatever difficulty may arise regarding paystructure/facilities, etc. the door of HR is kept open for any sort of relevant discussion.
verbal offer:
The verbal offer of the role to the candidate is given once the medical and reference
checks have been successfully completed. The discussion should cover the following:
Tell the candidate that you would like to offer them the role.
Congratulate them.
Tell them the remuneration package that is being offered, including superannuating.
Ask them if they are happy with it.
Ask them if they verbally accept the position.
Tell them that we will be sending them a written letter of offer and introductory
package.
written letter of offer:
A written letter of offer must be forwarded to the candidate. Once the candidate has
verbally accepted the position, the appropriate letter of offer is organized. This letter
should be sent to the candidate within two days of making the verbal offer. An
introductory package will be sent to the successful candidate, along with the letter of
offer. At least one week before the person commencing in their new position, an
appointment notice will be placed on notice boards and/or the internet.
Number of Candidates
3
4
4
Accept job offer
Offers/Acceptance
22
150
400
700
Interview/offers
Interview
Assessment Center/interview
Written/assessment center
Screens/Invites
Contacts/Screens
Need assessment
Vacancy in existing
post(s)
Market expansion
Increase in production
capacity
Launching new product
Advertisement in National
Dailies
(Both Bangla and English)
Internal
External
Interview
Preliminary interview:
elimination process (shortlisting)
Second interview: work
knowledge /behavioral
competency
Final interview: pre-selection
interview
Sorting Applications
Weights are assigned based on
the selection criteria
Selection
Orientation /induction
Follow up
HR Department continuously
interacts with the new entrants
assisting to cope up with the
work environment, work
culture, peer group etc.
On-the-job Training:
On the job training is a training that shows the employee how to perform the job and
allows him or her to do it under the trainers supervision
On the job training is normally given by a senior employee or a manager like senior merchandiser or
a manager. The employee is shown how to perform the job and allowed to do it under the trainers
supervision.
Advantages:
Relatively inexpensive
Drawbacks:
Apprenticeship Training: It traditionally involves having the learner study under the
tutelage of a master craftsperson.
Off-the-job Training:
It includes:
The Case Study Method: Here the manager is presented with a written
description of an organizational problem to solve in a discussion with other
trainees.
Outside Seminars: Many organizations now are using this popular method on
various aspects of business and management.
Behavior
Modeling:
It
involves
the
Modeling-Role
playing-Social
reinforcement-Transfer of training.
3.4(B) Development:
Any attempt to improve current or future management performance by imparting
knowledge, changing attitudes, or increasing skills.
Any effort toward developing employees must begin by looking at the organizations
objectives. The objectives tell us where were going and provide a framework from which
our managerial needs can be determined.
Coaching Approach: The trainee works directly with a senior manager or with
the person they are to replace.
Action learning: Here the management trainees are allowed to work full-time
analyzing and solving problems in other departments.
Technical Training
Management Training
Safety Training
Occupational Health
Refresher Training
Identifying the training needs: What kind of training is needed for how
many people to what standard of performance the objectives of the training
must be determined.
Multi media
Overhead projector
Flip chart
Time based pay: Daily, hourly, weekly, biweekly or monthly wages and
salaries
Step-2
Job Evaluation: A systematic comparison done in order to determine the worth
of one job relative to another. Job Evaluation method includes:
1. Ranking: Involves ranking each job relative to all other jobs, usually based on
overall difficulty. There are several steps in this method:
Rank jobs
Combine ratings
Step-3
Group Similar Jobs into Pay Grades: A pay grade is comprised of jobs of
approximately equal difficulty.
Step-4
Price each Pay Grade-Wage Curves: This curve shows the relationship between
the value of the job and the average wage paid for this job.
Step-5
Fine-Tune Pay Rates: A series of steps or levels within as pay grade usually
based upon years of service.
Insurance Benefits
Sick Leave
Medical Leave
Retirement Benefits
3.7-(A) Health
Pre- employment medical check-up: The selected person before joining has to go
through full medical check-up that guarantees his /her physical fitness to perform the job
successfully. A medical practitioner who uses a physical capability analysis that assesses
the candidate against the physical capabilities documented for each role conducts the
medical check-up. A medical is also appropriate for internal candidates if they are
applying for positions that require different physical capabilities.
Medical Facilities: Doctors are arranged to visit each location of numbers of times a
week to provide necessary medical support to the employees. Moreover, the nonmanagement staffs enjoy medical treatment at Hospital at company arrangement.
Health Insurance Policy: Management staffs enjoy health insurance for self, spouse
and two children up to 21 years for hospitalization only. Delta Life Insurance provides
the insurance and the company pays the premium.
3.7-(B) Safeties
for
Safety
for
Health
for
Environment
for
Quality
Employees Satisfaction
messages for us. It complies with the local safety laws of Bangladesh. One important
issue of this policy is DUTY OF CARE. It can be described as not to do any thing that
may cause risk to others, properties even to myself and also let other not to do even that
may hazardous to himself only. There is another planning for emphasized on safety.
Safety aspect may include in every ones KPI & CSF. There are some other important
points of the policy that we should care and implement in hour daily work. The copy of
the safety policy is attached herewith for the ready reference.
Finally it should be noted that BPL, Bangladesh not only believes the oath safety first
but also implements it through their works. Beginning of the orientation program with
Safety Department may be an example of this practice.
2.
3.
Leave facilities
4.
5.
Promotion
6.
7.
Chapter-4
OTHERS:
4.1 Overall Situation of Economy and Industry:
National Economy:
National economy of our country has been instable for the last few years. Growth in
industrial production, exports and remittance from NRB helped maintain GDP growth
rate above earlier performances, though marginally at lower rate of 6.5% than that of
6.7% in the previous year. The period has however experienced continuous rise in prices
of essential items. This is primarily attributed to abnormal price increase of crude oil in
international market. This had obviously negative impact on disposable income of
general masses whose expenditures on healthcare would decline as a resultant impact.
Pharmaceutical Industry:
The pharmaceutical sector attained a growth of 15.80% during the year 2007 as against
4.08% during the previous year. The national Pharma market growth during the past few
years is given below.
The above analysis shows that the growth of the sector, though has proven to be
promising, has suffered from instability and deviation from expectation. In 2006 the
market growth rate had drastically dropped. So, it is a strenuous job for the managers in
this industry to cope with this wavering situation.
4.2 Competition:
National Market:
In Bangladesh the pharmaceutical sector is one of the most developed hi-tech sectors
which is contributing in the countrys economy. The national companies account for
more than 65% of the pharmaceutical business in Bangladesh. Except Beximco Pharma
other leading companies are Square Pharma, Incepta Pharmaceuticals. Navana
Pharma Ltd., Opsonin Chemical Industries Ltd., Aventis Pharma Ltd. Etc.
Among them Square Pharma is the market leader at this moment. BPL follows Square
Pharma at the 2nd position. The analysis of the two companys financial data shows that
for the year 2007-2008 gross profit of BPL was 1,629,514,837(BDT) and Square Pharma
was 3,401,781,806 (BDT) .
There are a number of reasons why BPL could not beat Square Pharma for the 1 st
position. The most relevant of them are stated here.
Fewer Markets Served: Square Pharma serves a larger market than BPL while BPL
concentrates on market focus. For example, unlike Square Pharma BPL does not do
business in the credit market. They only serve the premium market.
Producing Injectables: Again BPL does not manufacture or market Injectables
where this is a huge market. In contrast, Square Pharma has a range of 44 injectables
and has sold 28,289,000 units in the year 2007-2008.
Product Range: BPL has a fewer range of products than Square Pharma does. BPL
manufactures only over 300 products in comparison to Square Pharmas over 500
products.
International Market:
In international market the main competitors for pharmaceutical companies in our
country are India and China. The challenge faced in open market competition is the
scarcity and unavailability of raw materials in local market. So, companies in our country
have to import these materials from abroad (India, China and a few countries from
Europe) at high price. Besides, the privileges of being LDC as a result of the Patent Law
will no longer be in effect after 2015.
Chapter-5
Strength (Internal)
1. Employee Empowerment
2. Capability to Bring Innovation &
product differentiation
3. Outstanding Product Quality
4. World Class Professional Service
Weakness (Internal)
Insufficient Working Capital
Not Operating in Low Cost
Market.
Opportunities (External)
Ability to Retain Growth & market
Focus In difficult Operating
Situations
Ability to Exploit Opportunities of
Patent Law as an LDC in
International Market.
Threats (External)
Strong Competitors in Domestic &
International Market.
Political Instability
Government & International Regulations.
Rising Trend of Material Price
1. The company should be prepared the standard human resource planning. Because
the success and failure of the organization is highly depend on the proper human resource
planning.
2. The OMR process practiced in the organization is a very effective tool to fill
probable vacancy. The in house circulars within the group also act as a useful device to
find the right person of the right job.
3. The manager training program of the company is a good way to groom a to -be
manager for the probable vacancy in the future. The organization should regularly
follow this procedure to build a productive and valuable workforce. The selection tools
and procedures used in this program have also provided to be very effective. To cope
with the ever-changing, competitive corporate world, the organization should welcome
new ideas as well as fresh starters to trigger innovative ways to nature overall workforce
competence. The assessment center approach is designed to identify the essential
expertise of the candidates that enable to locate and select the right person for a
managerial. This method is formally followed only in the manager trainee selection
system. But this should also be followed in selecting the entry-level managers too.
4. The HR Department should look into the matter of consuming more time in the
process of calling the applicants after their responses very seriously. The organization
could control the size of applicants pool by using more clear and specific statements in
the ad in terms of the minimum educational degree, preferred institutions and other
necessary criteria based on which the initial screening of the applications were
conducted.
5. BCCP, Bangladesh could participate in the job fairs for their recruitment. A
considerable volume of applications is dropped in the organizations as a result of the
exposure created in the job fairs. The organization can promote its image as a potential
recruiter through its successful participation in the job fairs.
6. The company can recruited also for campus recruiting that could bring a yield
of highly educated fresh-starters for the entry-level the organization could arrange
seminars in the top business schools country. Also the company should facilitate online
CV-posting system that is a very popular and effective practice used by the top business
organizations.
7. The company should follow both on-the-job and off-the job method training
when they are training their employees.
8. The HRD manager of the company should be analyzed the organizational jobs
properly. Because job analysis serves the cornerstone of all human resource functions in
an organization. Side by side the HRD manager should evaluate the different positions of
employees in the organization in order to establish the well conceived for pay-structure.
9. Before appraising the performance of employees in the organization properly,
the HRD manager should be established the standard. Here it is noticeable that the HRD
manager should appraise the performance of all employees in the organization without
showing any discrimination.
10. The HRD manager should prepare the standard promotion policy for the
employees of the organization. Here it is very much important that the employees should
get the promotion based on the performance not the nepotism, political influence and
whatsoever.
11. The HRD manager should established the standard pay structure for the
employees of the organization in order to reduce the high turnover of employees.
5.3 Conclusion
Pharmaceutical Industry has grown in Bangladesh in the last two decades at a
considerable rate. The sector consistently creates job opportunities for highly qualified
people. Pharmaceutical companies are either directly or indirectly contributing largely
towards raising the standard of healthcare through enabling local healthcare personnel to
gain access to newer products and also to latest drug information. As one of leading
pharmaceutical manufacturer Beximco Pharma plays a vital role in the industry as well as
in the national economy.
To be successful, relentless contribution and dedication of the organizations human
resource management is very much needed. To compete in international as well as in
local market in adverse situation the HR managers work has become much more difficult
in todays ever changing business environment. Developing plans in a dynamic situation
demands critical analysis of the situation and strict adhering to the core principal of the
organization. As Beximco Pharma is decentralized organization and core values are
cherished by everyone within the organization, operating in dynamic situation is easier
than it seems.
With the development of healthcare infrastructure and increase of health awareness and
the purchasing capacity of people, this pharmaceutical industry is expected to grow at a
higher rate in future. Healthy growth is likely to encourage the pharmaceutical companies
to introduce newer drugs and newer research products, while at the same time
maintaining a healthy competitiveness in respect of the most essential drugs. So, it is a
great responsibility for Beximco Pharma as well as other companies in this industry to
concentrate on quality product and quality service to take this industry towards further
success. The Bangladesh government should also be considerable and cooperative to help
the businesses flourish.
ANNEXURE
Bibliography:
Websites:
www.beximcopharma.com
www.squarepharma.com
www.scribd.com
www.google.com
Annual Reports: Beximco Pharma 2002, 2007,2008 & Square Pharma
2007