HUMAN RESOURCE PLANNING

HRM 360 SECTION-2

TERM PAPER SUBMISSION

Pharmaceuticals Industry
IYASHI
SUBMITTED TO:

Quazi Tafsirul Islam,

Department of Management, North south University

SUBMITTED BY:

NAME ID
Nadim Mahmud 1721218630
Tanzila Ahsan Rafa 1721708030
Yasir Arafat 1812466630
Fahmid Rahman Siam 1812798630
Samiha Tahsin Promi 1821514030
Rasel Al Mamun Joy 1821788030
MD Barkatullah Bijoy 1912481630
DATE: 22-05-2021
 ACKNOWLDGEMENT

Through this project, we have able to gather vast experience and knowledge about the Human
Resource planning along with other HR functions.

First and foremost, we would like to give all gratitude to the almighty Allah for giving us the ability
to work hard and prepare our TERM PAPER on ‘IYASHI’ which is the name of our
pharmaceuticals company. We're very fortunate that we've received almost and sincere guidance,
supervision, and co-operation from all the group members while compiling this report

we would like to thank our course faculty Quazi Tafsirul Islam, lecturer, department of
management, school of business and economics, North South University, for giving us the
opportunity to prepare this Term paper & effortful supervision. he also provided us some important
advice and guidance for preparing this Term paper without his help, this report could not have
been a comprehensive one

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 LETTER OF TRANSMITTAL

Date: 22-05-2021

Quazi Tafsirul Islam

Lecturer

Department of management.

School of Business and Economics

North South University (NSU)

Subject: Submission of TERM PAPER ON IYASHI

Respected sir,

We are the students of your course HRM360 section 2. This is to inform you that with the full help
and co-operation of our team members we have completed the TERM PAPER on ‘IYASHI’ which
has been assigned by you. We are delighted to work on such a project, it helped us to gather more
practical knowledge on this course. We have tried to include all the relevant knowledge we were
able to gather from the course of HRM360. The report consists of the elements which have been
taught by you in class throughout HRM 360 course. We hope that the Term paper meets all your
requirements.

It will be an honor if you accept the submission of this report conducted by our group.

Yours sincerely,

Nadim Mahmud

Tanzila Ahsan Rafa

Yasir Arafat

Fahmid Rahman Siam

Samiha Tahsin Promi

Rasel Al Mamun Joy

MD Barkatullah Bijoy

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 EXECUTIVE SUMMARY

The term paper represents the Human Resource Planning of the pharmacy industry named as
Iyashi. The purpose of this document is to provide necessary intel on the inner workings of our
company as well as the implementation of HR strategies to ensure sustainability. By using HR
teachings, we have modified ways for better Recruiting, Selecting, Training and Developing our
existing employees and industry assessments. We have provided with total salary structure with
different positions and different level/types of employees. From the performance management
programs to the benefits of working for our company gives a sense of what we think of employee
perception. We have adjusted HRP in such a way that it caters to the needs of the organization as
well as the employees, the policies and planning are modeled after a forecasted favorable future.
We have also done job analysis of different job sectors to lay out the information as examples and
finished the document by providing a conclusion afterwards.

METHODOLOGY

Multiple secondary researches were conducted to complete this term paper. Course topics and
other websites on human resource planning have been used to collect necessary information about
the pharmacy industry and its functionality. We also took help from BANBEIS. For Job Analysis,
we used Glassdoor.com, Bd.jobs, NSU CPC, and LinkedIn.

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 Table of Contents
A. Introduction .............................................................................................................................. 7
Mission ....................................................................................................................................... 7
Vision.......................................................................................................................................... 7
Goals ........................................................................................................................................... 7
Business Model .......................................................................................................................... 7
B. Industry Analysis...................................................................................................................... 8
Our Competitors: ...................................................................................................................... 8
Internal & External Analysis:.................................................................................................. 8
Internal Analysis: ...................................................................................................................... 8
External Analysis: ................................................................................................................... 10
C. HR Policies .............................................................................................................................. 11
1.Recruiting, Selection & Employment Process And Sources: ........................................... 11
I. Recruitment, Sources & Tools: ...................................................................................... 11
II. Selection Process & Tools: ............................................................................................ 15
III. Orientation Of New Employees: ................................................................................. 19
IV. Terminations And Exit Interviews: ............................................................................ 20
2. Training And Development Programs And Services ...................................................... 21
I. Career Planning............................................................................................................... 21
II. Training Assessments .................................................................................................... 22
III. Training Plan, Budget, Type ....................................................................................... 23
3. Compensation Structures And Programs ......................................................................... 25
I. Salary Administration: ................................................................................................... 25
II. Job Description And Evaluation: ................................................................................. 36
III. Incentives: ..................................................................................................................... 36
4. Performance Management Programs ............................................................................... 37
I. Performance Appraisal Programs: ................................................................................ 37
II. Promotions And Transfers Policy: ............................................................................... 40
5. Record Keeping ................................................................................................................... 41
I. HRIS System .................................................................................................................... 41
Ii. Record Keeping Policy ................................................................................................... 41
6.Benefit ................................................................................................................................... 41
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 7. Employee And Community Relations ............................................................................... 42
I. Flexible Work Schedules: ............................................................................................... 42
II. Attendance And Discipline: .......................................................................................... 43
III. Suggestion And Grievance Program: ......................................................................... 43
IV. Regulatory Compliance................................................................................................ 43
V. Handbooks And Policies: .............................................................................................. 44
VI. Award-Giving Programs: ............................................................................................ 44
VII. Community Service & Volunteer Programs ............................................................ 44
VIII. Employee Communications Policy........................................................................... 45
8.Planning ................................................................................................................................ 45
I. Human Resource Planning (HRP) ................................................................................. 45
II. Organizational Development And Structure .............................................................. 47
D. Organogram ........................................................................................................................... 48
E. Sample Workflow:.................................................................................................................. 50
F. Job Analysis ............................................................................................................................ 51
G. Conclusion .............................................................................................................................. 75
H. References ............................................................................................................................... 76
Appendix ...................................................................................................................................... 77

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A. Introduction
Iyashi is the pharmaceutical company on which we are presenting our project on. Our company
will be producing lifesaving drugs. As we have a startup, we will be trying to capture the whole
market in Bangladesh, but the company will look for growth opportunities and will try to capture
new markets throughout the world. We have a manufacturing factory in Gazipur with an office in
the Gulshan area. Our company will start the service by initially manufacturing the most common
generic drugs but in the future company has the plan to produce all types of drugs. We will also
have our research and development team, who will look to produce and introduce newer drugs in
the market. In addition to all other introductions, Iyashi will be unique for its customers because
of its Innovation and customer-centricity.

Mission
Our mission is to become one of the leading pharmaceutical companies in the world by providing
the highest quality and innovative healthcare relief for the people of this world. We want to
maintain ethical standards and ensuring the benefit of society.

Vision
Our vision is to become the most trusted and the most admired pharmaceutical company. We are
always thriving to maintain the highest quality and improving the pharmaceutical sector.

Goals
• Increasing profits
• Provide the best customer service for customer satisfaction.
• Making brand value in the market.
• Attain 1,00,000 new customers every month.

Business Model
Iyashi will be generating a profit by selling medicine to the mass market. We will also look to
generate profit by researching and developing newer drugs and selling them throughout the world.

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B. Industry Analysis
According to the Bangladesh Association of Pharmaceutical Industries (BAPI) and Directorate
General of Drug Administration (DGDA), approximately 150 pharmaceutical manufacturers are
functional. They meet around 97% of local demand. Specialized products like vaccines, anticancer
products, and hormone drugs are imported to meet the remaining 3% of the demand. 80% of the
drugs produced in Bangladesh are generic drugs, and the rest 20% are patented drugs.
The pharmaceutical market has been witnessing excellent growth in recent years and is expected
to surpass US$ 6 Billion by 2025 with an absolute growth of 114% from 2019 levels. The majority
of this growth will be contributed by local companies with a market share of more than 90% as
similar to past trends attained over the last two decades.

Our Competitors:
As we are new entrants in this market, we have an advantage to focus on the targeted medicine at
a reasonable cost. There are some competitors we are considering they are Square pharma,
Beximco pharma, Opsonin Pharma, Incepta, and ACME.

Internal & External Analysis:

For internal and external analysis of the Pharmaceutical companies in Bangladesh, keeping a
focus on HR, we will use SWOT and PESTLE analysis.

Internal Analysis:
Strength:
• We will be using the latest and modern technologies and methods to run the
company’s activities.
• We will be recruiting the best personnel in our companies who have experience
working in other companies.
• We will give a good salary to our employees.
• We will have additional benefits to motivate our employees
• We will be maintaining the hygiene and cleanliness in our company
• We will have our own research and development to develop new medicines.

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 • Our HRM already knows about the current condition of the job market related to
pharmaceutical companies.

Weakness:
• Lack of experience HR functions
• Not all HR policies taken by our company might not be effective
• Lack of training resources to train our employees.
• Difficult to find the best personnel from the market since the large pharmaceutical
companies might have already recruited them.
Opportunity:
• HR will face employee growth.
• Accessibility to the job market, where we might find people who have prior
experience.
• Employees will be motivated since there are more opportunities to get promotions in
a new company.
• Chances of business expansion and to capture the international market.

Threat:
• The majority of the market is already captured by the major companies
• Very tough standards to maintain in this industry.
• There are continuous interventions by the government in this industry
• Lack of HR activities experience
• May hamper employer branding of our company if we do not maintain proper HR
policies.

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External Analysis:

Political Factor: Bangladesh was never a very stable country in the world politics-wise. It is
always a threat to national security. However, the political situation in the country is good
currently. But we cannot guarantee that it will stay like this forever. There are multiple protests
and other political issues that can raise up in Bangladesh, which might directly hamper our HR
process. Such as we might be required to stop our recruitment procedure if there are political
unrests going on. So, as HR, we could face these kinds of things which can affect our HR
processes.

Economic Factor: there is a high rate of inflation in Bangladesh. Besides, the GDP is also
growing is very fast in our country. So, it is a worry for our HR since we might have to adjust
our PayScale frequently to stay in common terms with the country’s economy.

Social Factors: Bangladesh has a lot of cultural events throughout the years. During the cultural
events, it is expected by the employees to get holidays as well as getting compensations from the
company. So, we need to be mindful of the social events and what the employees want from us
during this time.

Technological factors: there are rapid technological changes observed throughout the world.
The production process is getting more advanced. So, we need to regularly keep our employees
trained about the use of newer technologies.

Legal factors: being a pharmaceutical company we have to follow the legal rules and
regulations of Bangladesh. We will follow all the guidelines of the Directorate General of Drug
Administration. Besides, we will be required to be mindful of the consumer law, labor law,
health and safety regulations, etc.

Environment factors: we have to be mindful of the environmental factors. We have to stay in

compliance with all the rules and regulations and try to produce products as eco-friendly as
possible we need to make sure that our employees are also getting from the workplace
environment.
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C. HR Policies
1.Recruiting, Selection & Employment Process and Sources:

I. Recruitment, Sources & Tools:

Recruitment is an important function of HR. It is a process. In this process, we search for potential
candidates for the vacant positions in the organizations, and we try to inspire them to apply for
those roles. It is called recruitment.

In other words, we can say recruitment is a processed way to make a pool of potential candidates.
As a brand-new company in the pharmaceutical industry, our goal is to complete the recruitment
for our company in such a way that we can get the right people for the right job at the right time.
By our recruitment process, we are also trying to lure the best potential candidates into applying
for the vacant job positions, so that we can get the best and brightest people to work in our company
who will have best-fit qualities for the assigned jobs. So, our company’s main target or goal is to
build the human asset force by proper recruiting process. Also, as a company that firmly believes
in the inclusiveness of all people regardless of race, gender, color, caste, ethnicity, religion, culture
or background, so we will go for “Affirmative Action Strategy” to be extra supportive of
historically disadvantaged groups and gain fair employment by increasing diversity.

Recruitment:
As a new company, we have to be very careful and sensible during our whole recruitment process.
Recruitment is one of the main roles that the HR department has to play in any company. The HR
department has to post or circular all the necessary data like job description, specification by
particular recruitment source tool in order to attract potential candidates to apply for the job so that
they can go for selecting the suitable candidate for the job who will add organizational efficiency
at the end of the day.

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So, to narrow it down, the recruitment process needs:

• Proper identification of the job’s requirement of work and skills

• Come up with a job analysis (list down the job description and job specification)
• Circular the news of the job vacancy with details of the job using suitable
sources and tools.
• Finally, the ultimate goal is to lure the candidates into applying for the vacant
position by the above-mentioned step.

Recruitment Sources & Tools:

There are two sources of recruitment.

a. Internal Recruitment
b. External Recruitment

a. Internal Recruitment:

Internal recruitment is a process where internal employees are being hired from inside the
organization for the job role. It is seen that internal recruitment is preferred more than the other
one because of some facts like- it saves training cost, less time consuming, employees are already
used to organizational culture and employers also know about their performance level and last but
not the least it increases employee’s loyalty, job satisfaction, and commitment. Skill inventories
(HRIS charts), Job posting on company notice board, company website for internal employees or
company newspaper, recalling formal employees, Employee Referrals (finder’s fee),
Moonlighting etc., are popular methods or tools being used in internal recruitment.

For brand new companies, they can’t go for internal recruitment at the very first initial stage as
it is the beginning time.

b. External Recruitment:

External recruitment is a process where recruitment is done by hiring candidates from outside
rather than inside of the organization for the job role. In the beginning time, external recruitment

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is not a choice but the only option for the company. Like internal recruitment, external
recruitment has some significant advantages too like. For example, by hiring from external
sources, there is a higher possibility for a company to get fresh ideas, fresh perspectives from the
market. This is when people of the company come out of the organizational bubble, and the
company gets out of the box ideas more.

As our pharmaceutical company is also a brand new company, that’s why we also have to go
for external recruitment for the first time. There are lots of ways to do external recruitment e.g. -
:- Advertisements, Referrals, Walk-ins, headhunters, Employment Agencies, Campus
Recruitment, etc.

i. Advertisement (Online & Offline):

It is a popular way for the job posting. Print media is the oldest form of doing advertisement offline
for recruiting externally. Companies use newspapers, magazine for doing this sort of advertisement
to attract potential candidates. For our company, we will choose some popular newspapers of
Bangladesh like “PROTHOM ALO”, “DAILY STAR”, “ITTEFAQ” for doing our
advertisement for the vacant positions offline. We will provide a clear picture of the job
description, job specification, job location, position, working hours, salary and benefits, etc., in
our advertisement.

We will be doing online advertisements through the internet as well as today is the age of the
internet and networking. For our online advertisement, we will again choose popular online job
search websites, this time in Bangladesh like “LinkedIn.com”, “bdjobs.com”.

We will be creative with our advertisement with clear details about the job in both online and
offline for any level-job position in our company.

ii. Referrals:

Referral is when an existing employee of the company refers someone known to him or her from
the outside for the vacant position who is qualified enough for the job in the company. Candidates
who come from referrals have a chance to be more loyal and more efficient to the company. So,

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for our company, we will go for referrals for mid-level and low-level positions to create a loyal
and efficient mid and low-level employee pool.

iii. Walk-ins:

Walk-ins mean without any CV sorting or resume sorting, the company is going for an open
invitation to candidates to come and join the interviews. We will do walk-ins for our blue-collar
level job positions only.

iv. Headhunter:

Simply put, the headhunter is “Executive Search firms”. That means it is a kind of firm that gives
specialized service in the recruitment field where companies pay it to find and do the process of
recruitment for top-level executive or senior positions (President, Vice-President, CEO) with
qualified candidates. Taking help from headhunters can be a gain for our company as they keep
up to dated profiles of highly qualified candidates. So, top positions can be filled easily with the
right person by taking help of headhunters for our company.

v. Employment Agency:

There are some agencies in Bangladesh that work in the field of recruitment. These agencies play
a role of media of information between candidates and organizations. We will use this power of
agency for the recruitment of our mid-level and low-level jobs.

vi. Campus Recruitment:

Recruiting fresh graduates or talents is always one of the best ways of doing outside recruitment.
Fresh graduates are the source of fresh mindsets. They are more adaptable, risk-takers,
enthusiastic, creative, and more tech-pro. So, these traits of fresh graduates from campus
recruitment will certainly add value to our company. That is why we will do campus recruitment,
most certainly for entry-level jobs.

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II. Selection Process & Tools:

Selection is a process where we are evaluating the shortlisted candidates. We are trying to
understand their potential for success in the vacant positions they have applied for. So, we are
basically trying to understand that how are the candidate’s qualifications, skills, competencies and
if those match with our requirements for the vacant positions for carrying out the roles and
responsibilities of those positions. This process is called selection.

Careful selection is important as bad hiring decisions will result in many different problems in the
organization like organizational inefficiency, bearing extra training costs, legal obligations, etc.
So, keeping in mind all these facts, our pharmaceutical company will do the selection process so
that we can get the right employee for the right job at the right time who will be well suited to our
organizational culture.

Selection Process:
• Prepare a list of all applicants
• Doing Job Screening and Shortlisting applicants from the pool
• Hand out the application form to the shortlisted applicants to fill out their basic
information.
• Evaluate candidates by taking different kinds of tests for the different job
requirements.
• Taking interview
• Taking additional interview if necessary ( optional)
• Doing background investigation/ reference check
• Medical and drug test
• Handing Out the offer letter
Selection Tools:
Selection tools are used to assess our candidate’s qualifications and other
competencies. Selection tools differ from job to job as the job description and
specification are not the same for every job level.

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i. Tests:
The most popularly used selection tool is “Test”. It is a tool that is a sample of a
person’s ability, personality, psychology, and behavior through which we are trying
to assess a person’s potential success in that particular role and also his or her
potential behavior on that role.
There are different kinds of tests.
a. Ability Tests:
We will take ability tests (cognitive ability tests & motor and physical abilities
tests) to assess the candidate’s capabilities. However, types of tests, level of
difficulty, elements will be different for different jobs as per the particular job
requirement.
**Cognitive Ability Tests:
It has two sides. Through this test i. we will try to measure
candidate’s intelligence or intellectual ability, and ii. We will try to
understand some special mental abilities like inductive and deductive
reasoning, memory, verbal comprehension, numerical comprehension,
etc.
So, if we breakdown cognitive ability tests, we get these two categories
which are-

➢ Intelligence Tests:
It will measure the intellectual abilities of a person through an
IQ test, for example. It will be used to asses for top, and mid-
level positions as these job positions require higher intellectual
ability in decision making, leadership, R&D (Pharmaceutical
Company), etc.
➢ Aptitude Tests:
It will measure how is the specific mental ability of a person is,
such as inductive and deductive reasoning, verbal
comprehension, memory, numerical ability, etc. It can be taken
for top, mid and entry-level jobs.
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 **Motor and Physical Ability Tests:
Especially for blue-collar jobs, motor and physical ability tests will be
given to measure their physical stamina, motor flexibility, etc. For
example- Workers in our medicine manufacturing factory have to have
motor flexibility and stamina as well.

As, “Iyashi” is a pharmaceutical-based company, that’s why we must have to do

cognitive ability test especially for positions in “Research and Development”. The
reason is if someone has lower IQ and mental ability, then he or she will not be
a good fit to work with new drugs and vaccines and diseases. So, that is why
Cognitive Ability Test is must for our company.

b. Personality Tests:
It is done in order to understand a person’s personality, for example,
introversion, extroversion, stability, motivation etc. Our company will do
personality tests for upper and mid-level jobs like CEO, manager, etc. Some
jobs require the individuals to carry a strong personality. For example, as a
leader, how he or she will communicate with his or her group, how he or she
will lead the team. So, he or she needs a strong personality. That’s why when
we will hire for a manager or CEO role, we will do personality tests. “Big 5” is
one of the most used personality tests.

c. Psychological Tests:
“Myers & Briggs” is one of the most popular psychological tests. Our company
will do psychological tests to evaluate candidate’s psychological traits like
emotion handling, responsiveness to emergency, etc.

ii. Interview:
The applicants who will pass the tests will go for the interview round. A selection
interview is an assessment using which we are trying to understand the potential of
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 success of the candidate for the job. We are trying to understand how well fit that person
will be to this organization and also to this role.
In “Iyashi” we will ask behavioral questions for higher-level positions because it is the
type that asks people such questions that are based on their actual past experience. So,
higher-level positions’ candidates will obviously have past job-related experience;
thus, behavioral questions are appropriate for them. On the other hand, a situational
interview will be asked to fresh graduates or basic level or intermediary level position
job. Because they may haven’t gotten that much exposure to the experience. We will
switch back and forth from one-on-one interview to panel interview as per the demand
of the assessment of the particular job for which we are interviewing. In the Covid-19
situation, keeping in mind the safety and health issues of both the interviewer and
interviewee, we will conduct the interview on the phone or through the internet via
Skype, Google Meet, Zoom, etc.
We will keep our questions of the interview in a structured manner for entry-level jobs,
mid- level jobs, mid-senior level jobs. And, for the top-level executive, the interview
questions will be unstructured.
Also, we will try our level best to avoid the negative factors that affect interviews like-
Candidate order error, First impression, Biasness, Not having a clear idea about the job
requirements, asking unnecessary personal questions, etc.

iii. Background Investigation & Reference Checking:

Our company “Iyashi” will do background investigation and reference checking with
utter diligence. We will basically look at whether the person we are hiring is a person
on whom the organization can depend. His or her background has to be checked. The
information that the candidate is providing through his resume or CV, we have to check
the authenticity of that information as well. Basically, we also need to understand by
checking that person’s background that whether he or she is hiding any kind of
information that might be damaging to the organization or the people or the
stakeholders of our organization.
So, by background investigation and reference checking, our company will ensure a
safe work environment for all.
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 iv. Medical and Drug Tests:
Basically, here we will try to understand if the person we are hiring is physically fit for
the role or not. Even if the job description has no physical labor, but we will still do
these medical tests to see if the person has any underlining condition which might affect
his or her efficiency in work.
Drug Tests will also be done to check whether the person is exposed to drug and alcohol
abuse or substance abuse or not.

v. Handing out the Offer Letter:

Finally, we will hand out offer letters to the candidates who will pass all these selection
tool steps so that they can officially begin their journey for that particular role in our
company.

III. Orientation of New Employees:

For our employees who are new in the job, we will conduct an orientation program to orient them
with their job, provide them necessary information and get them to connect mentally with the
organization. Our company’s main motto for the orientation program is to first make all of the new
employees who joined us feel welcome in our company and also make them feel like part of our
team. We will try to make the program interesting for our employees in a work environment so
that they become more interested to know about important facts about the company like- our
mission, vision, long term, and short-term goals, past and present history of the company, our
policies, and strategies, our culture, the environment in the office, etc. All these will help them to
connect emotionally with the organization. Otherwise, they won’t be able to reach out to the people
for help to work with, and in a way, organizational operation will get hampered. So, in our
orientation program, we will focus our best to ensure that our new employees are getting ample
scope and time to socialize as it gives key information to know about the organization better. We
will show videos, slide shows, office moment pictures to our new employees to give our orientation
extra edge. The bottom line is, we will leave no stone unturned to make our new employees part
of our company’s team by the orientation.

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IV. Terminations and Exit Interviews:

Termination:

Termination can be voluntary or involuntary. If an employee decides to leave the job at his or her
own will, then it can be called voluntary termination. On the other hand, if the employer terminates
the employee, then it is called involuntary termination. “Dismissal” is an involuntary termination.

Our company will dismiss someone at once if their depth of the action is very
severe, like- sexual harassment, confidential information sharing, etc. Otherwise,
we will give some chances to the employee for rehabilitation if the depth of his or
her action is not so severe, like steal company property one time or fail to do
assigned work less than five times etc. We will give proper justification for our
dismissal decision to secure fairness on all grounds.

• At-Will Employment:
In our company, if any employee joins the organization with an “At-Will
Employment”, then our employers have the right to dismiss any employee at
any time for any reason.
• Resignation:
Our company’s policy is that anyone can leave the organization by resignation,
but he or she will not get provident fund unless he or she works for minimum 5
years for our company.

Termination Interview:

Through the terminal interview, we will let the employee know about our decision of letting him
go, explain to him the reason in a calm manner, strongly emphasize our final decision to the
employee, talk to him or her about the support package, including severance pay, outplacement
counseling, etc.

We will conduct our termination interview always in person.

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Exit Interview:

“Iyashi” will conduct exit interview who leaves the company. Our motive behind conducting exit
interviews is to know the person’s insight about our company who is leaving. We will try to figure
out that said person s leaving and if he or she has any suggestions for us or not. We will try to use
those suggestions and insights to solve our mistakes (if any) and better our company policies.

The set of questions we will ask in “Exit Interview” is-

✓ Why did you join our company in the first place?

✓ Were you satisfied with your job in our company?
✓ What do you think about our environment in the office?
✓ What do you think about our management style?
✓ What problems did you face during your employment?
✓ Why are you leaving our organization? What are the reasons behind it?
✓ Is there any suggestion you have for us?

2. Training and Development Programs and Services

I. Career Planning
Career planning is an extremely important part of an employee's career. Without career planning,
an employee doesn’t feel motivated to work hard. To be a successful person a person should always
try to self-evaluate and understand the strengths and weaknesses of that person. HRM of our
company will give every opportunity for career planning. We will provide all the necessary
supports, which will, in turn, keep the employee loyal and motivated to work for our company.

The following are the steps involved in Iyashi's career planning:

Identifying Analyzing Aligning Action Plans

Individual Needs Career Needs and and
and Aspiration Opportunities Opportunities Performance
review

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Identifying Individual Needs and Goals:

It means reorganizing an individual's career objectives. Our organization's human resource

experts can assist employees by supplying as much information as possible so that they will have
a clear understanding of their job priorities and goals. Employees will be counseled by a career
planning expert. We will also hold conferences and workshops where staff will be put through
psychological training and simulation exercises.

Analyzing Career Opportunities:

We will have career paths for each position after determining the needs and desires of
employees. Career pathways clearly illustrate the various options for advancement. They show the
various positions that a person could hold over time if they are capable of performing well. Of
course, career paths shift over time to meet the needs of employees and organizational
requirements.

Aligning Needs and Opportunities:

The only thing left is alignment after employees have defined their needs and understood
there are job opportunities available. After that, we will assess the employee's ability and
implement career development programs. We may measure an employee's strengths and
weaknesses using the performance management system tool. This tool will show who requires
additional training and who is capable of taking on additional responsibilities.

Action Plans and Performance review:

We will periodically revisit the entire process after we have started these measures. This
will allow the employee to understand where he is headed, what changes are likely to occur, and
what skills are required to meet current and evolving organizational challenges.

II. Training Assessments

We will regularly go through training assessments to identify the need for new training in our
company. We will do training need analysis for the whole organization, for employees as well as
tasks. If we can properly do the training assessments, it will help our company to run more
efficiently with qualified employees.

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1. Organizational Analysis:

We will look to evaluate the overall effectiveness of the company. We will identify the
gaps in the organization and if we need to do training to close the gaps. The gaps can be caused by
many factors such as changes in the economy, policies, technological advancements. After
identifying the training needs, we will look for ways to deliver pieces of training to close the gaps.

2. Task Analysis:

We will break down the job analysis and look for any tasks that need training. And then provide
training according to the needs.

3. Person Analysis:

We will analyze the employees and try to understand which employees have already
mastered the tasks and who still need improvements. After analyzing, we will be able to find out
which employee needs training, and then we will train them accordingly.

III. Training plan, budget, type

Training Plan

In order to achieve the goals of our organization, we need to train our employees accordingly. All
our strategies must be aligned with the training plan.

1. Identifying the Training Requirements:

In the first step, we will try to evaluate the training needs. We will identify what types of
training are needed and who needs training.

2. Determine Specific Objectives:

The primary goal of our training will be to make our employees competent enough to attain
our company goals.

3. Developing the Training Program:

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 The training programs will be created in accordance with the plan. For various levels of
managers, staff, and top-level management, each program will have different learning motivations.

4. Program Implementation:

The actual functioning begins after the required method has been chosen. This move entails
putting the planned plans and programs into action in order to achieve the desired results.
Employees are given training to help them improve in order to do better in their employment.

5. Program Evaluation:

It entails assessing different aspects of training in order to determine if the training program
was effective. In other words, it relates to the effectiveness of training in terms of improving
employee efficiency.

6. Feedback:

Finally, we will also develop a feedback system which will help us to understand the
weaknesses of our training programs so that we can strengthen them in the future. The information
gathered from the feedback will be reviewed and analyzed to identify problematic areas of training
programs and potential improvements.

Training Type

Iyashi will follow On-the-job training at the workplace.

Onboarding and preparing new employees are a vital aspect of the recruiting process that takes
time and money. On-the-job training is a viable option to consider, as it allows new hires to
improve their knowledge of the position through hands-on experience and close collaboration with
current employees. By following these steps, we can complete on-the-job training,

1. Coaching:

For a new employee, experienced members of our company can guide them through a task
step by step. By passing on their expertise and abilities, the experienced member of staff, or
"coach," can guide the employee through the learning process.

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2. Role Play:

Playing out a scenario to see how an employee will respond in such situations is known as
role play. This will encourage the employee to practice dealing with a variety of circumstances
that can arise at work.

3. Job Rotation:

The process of shifting a new employee between various positions in our company is
known as job rotation. This will give them more exposure and enable them to learn a variety of
skills. This strategy will help our new hires understand the work that each team is responsible for
on a daily basis. It will also assist them in determining who the best contact points for each team
are.

Training Budget

The coaching approach would not cost us anything because we are delivering on-the-job
training and the trainers are our heads of departments. The job rotation should also be free, so the
officer who previously held this role, as well as the department managers, will direct the new
officer. However, if we prefer off-the-job training, we will incur significant training expenses in
the future. This is due to the fact that we will need to hire venues, pay an honorarium to the guest
speaker, plan refreshments and training materials, and so on.

3. Compensation structures and programs

I. Salary administration:
Position Department Number Monthly salary Yearly salary
of range
employees
CEO 1 200000-250000 2400000-3000000
CMO Marketing 1 150000-200000 1800000-2400000
Addl. Secy of Marketing 1 80000-100000 960000-1200000
Branding, (Branding,

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Advertising, Advertising,
Promotion Promotion)
Promoter Marketing 3 50000- 1800000-2520000
(Branding, 70000*3=150000-
Advertising, 210000
Promotion)
Advertiser Marketing 3 40000- 1440000-1800000
(Branding, 50000*3=120000-
Advertising, 150000
Promotion)
Salesperson Marketing 6 12000- 864000-1296000
(Branding, 18000*6=72000-
Advertising, 108000
Promotion)
Editor Marketing 2 10000-15000*2= 240000-360000
(Branding, 20000-30000
Advertising,
Promotion)
Content Writer Marketing 3 10000-12000*3= 360000-432000
(Branding, 30000-36000
Advertising,
Promotion)
Addl. Secy of Marketing 1 80000-100000 960000-1200000
Public Relation (Public
Relation)
Sr. Asst. Marketing 1 60000-70000 720000-840000
Secretary (Public
Relation)
Asst. Secretary Marketing 1 50000-60000 600000-720000

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 (Public
Relation)
Media man Marketing 1 20000-30000 240000-360000
(Public
Relation)
Sr. A/S of Mass Marketing 1 80000-100000 960000-1200000
Communication (Mass
& fair Communication
& fair)
A/S Marketing 1 50000-60000 600000-720000
(Mass
Communication
& fair)
Sr. Executive Marketing 2 20000- 480000-720000
(Mass 30000*2=40000-
Communication 60000
& fair)
Sr. Secy of Marketing 1 80000-100000 960000-1200000
Market Analysis Department
(market analyst)
Executive Marketing 2 20000- 480000-720000
Department 30000*2=40000-
(market analyst) 60000
Market Analyst Marketing 5 20000- 1200000-1500000
Department 25000*5=100000-
(market analyst) 125000
Researcher Marketing 10 10000-15000*10= 1200000-1800000
Department 100000-150000
(market analyst)

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Sr. Secy. Of Marketing 1 80000-100000 960000-1200000
Digital (Digital
Marketing Marketing)
Executive Marketing 1 30000-45000 360000-540000
(Digital
Marketing)
Content Creator Marketing 2 30000- 720000-960000
(Digital 40000*2=60000-
Marketing) 80000
Editor Marketing 1 30000-35000 360000-420000
(Digital
Marketing)
Promoter Marketing 2 30000- 720000-960000
(Digital 40000*2=60000-
Marketing) 80000
Digital Mkt. Marketing 3 30000- 1080000-1440000
Experts (Digital 40000*3=90000-
Marketing) 120000
CHRO Human 1 150000-200000 1800000-2400000
Resource
Management

Manager of Human 4 70000- 3360000-3840000

Training & Resource 80000*4=280000-
Development Management 320000
(Training &
Development)

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Asst. Manager Human 2 50000- 1200000-1440000
Resource 60000*2=100000-
Management 120000
(Training &
Development)
Sr. Training Human 2 40000- 960000-1200000
Executive Resource 50000*2=80000-
Management 100000
(Training &
Development)
Training Human 4 30000- 1440000-1920000
Executive Resource 40000*4=120000-
Management 160000
(Training &
Development)
Trainer Human 4 20000- 960000-1440000
Resource 30000*4=80000-
Management 120000
(Training &
Development)
Sr. Strategic Human 1 80000-100000 960000-1200000
Manager Resource
Management
(Strategic
planning)
Strategic Human 1 60000-80000 720000-960000
Manager Resource
Management
(Strategic
planning)

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Assistant Human 4 30000- 1440000-1920000
Manager Resource 40000*4=120000-
Management 160000
(Strategic
planning)
Strategic planner Human 3 30000- 1080000-1440000
Resource 40000*3=90000-
Management 120000
(Strategic
planning)
Analyst Human 2 30000- 720000-960000
Resource 40000*2=60000-
Management 80000
(Strategic
planning)
Sr. Manager of Human 1 80000-100000 960000-1200000
Recruitment and Resource
Selection Management
(Recruitment
and Selection)
Asst. Manager Human 3 50000- 1800000-2160000
Resource 60000*3=150000-
Management 180000
(Recruitment
and Selection)
Executive Human 2 30000- 720000-960000
Resource 40000*2=60000-
Management 80000
(Recruitment
and Selection)

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Jr. Executive Human 4 20000- 960000-1440000
Resource 30000*4=80000-
Management 120000
(Recruitment
and Selection)
Recruiter Human 4 20000- 960000-1440000
Resource 30000*4=80000-
Management 120000
(Recruitment
and Selection)
Plant manager Production 1 150000-200000 1800000-2400000
Department
Asst. plant Production 1 80000-100000 960000-1200000
manager Department
production Production 1 70000-80000 840000-960000
Manager Department
production Production 3 50000- 1800000-
officers Department 70000*3=150000- 25200000
210000
maintenance Production 1 40000-50000 480000-600000
director Department
asst. maintenance Production 1 30000-40000 360000-480000
Department
Lab officials Production 4 40000- 1920000-1680000
Department 35000*4=160000-
140000
quality assurance Production 2 25000- 600000-840000
officer Department 35000*2=50000-
70000

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pharmacists Production 3 20000- 720000-900000
Department 25000*3=60000-
75000
floor supervisors Production 6 20000- 1440000-1800000
Department 25000*6=120000-
150000
operators Production 14 15000- 2520000-3360000
Department 20000*14=210000-
280000
technicians Production 8 10000- 960000-1440000
Department 15000*8=80000-
120000
oss Production 5 8000- 480000-600000
Department 10000*5=40000-
50000
COO Operation 1 150000-200000 1800000-2400000
Senior Demand Operation 1 80000-100000 960000-1200000
planner manager
Demand planner Operation 2 50000- 1200000-1440000
manager 60000*2=100000-
120000
Senior Supply Operation 1 80000-100000 960000-1200000
planner manager
Supply planner Operation 2 50000- 1200000-1440000
manager 60000*2=100000-
120000
Transportation Operation 1 50000-60000 600000-720000
planner
CSCO Supply Chain 1 150000-200000 1800000-2400000

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Production Supply Chain 1 100000-150000 1200000-1800000
planning
Manager
Sr. officer PP Supply Chain 1 80000-100000 960000-1200000
Officer PP Supply Chain 1 40000-50000 480000-600000
Material planner Supply Chain 1 40000-50000 480000-600000
manager
Sr. officer Supply Chain 1 80000-100000 960000-1200000
purchases
Officer Supply Chain 1 40000-50000 480000-600000
purchases
Sr. officer Stores Supply Chain 1 80000-100000 960000-1200000
Officer stores Supply Chain 1 40000-50000 480000-600000
Labor of Supply Chain 3 20000- 720000-900000
purchase 25000*3=60000-
75000
Sr. officer of Supply Chain 1 80000-100000 960000-1200000
Material Stores
Officer stores Supply Chain 1 40000-50000 480000-600000
Labor of Supply Chain 3 20000- 720000-900000
purchase 25000*3=60000-
75000
Officer logistics Supply Chain 1 20000-30000 240000-360000
CFO Accounting & 1 150000-200000 1800000-2400000
Finance
CA Accounting & 1 100000-150000 1200000-1800000
Finance
Asst. Manager Accounting & 2 80000-100000*2 1920000-2400000
Finance

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Sr. Executive Accounting & 4 40000- 1920000-2400000
Finance 50000*4=160000-
200000
Executive Accounting & 2 35000- 840000-1200000
Finance 50000*2=70000-
100000
Sr. Accountant Accounting & 2 35000-45000*2= 840000-1800000
Finance 70000-900000
Accountant Accounting & 3 30000- 1080000-1620000
Finance 45000*3=90000-
135000
Jr. Accountant Accounting & 4 20000- 960000-1440000
Finance 30000*4=80000-
120000
DOA Administrative 1 150000-200000 1800000-2400000
department
Senior assistant Administrative 1 80000-120000 960000-1440000
secretary department
Assistant Administrative 2 70000- 1680000-1920000
secretary department 80000*2=140000-
160000
Sr. Executive Administrative 3 50000- 1800000-2160000
department 60000*3=150000-
180000
Executive Administrative 5 40000- 2400000-3000000
department 50000*5=200000-
250000
Jr. Executive Administrative 4 30000- 1440000-1920000
department 40000*4=120000-
160000

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Office clerks Administrative 5 8000- 480000-600000
department 10000*5=40000-
50000
Security officer Administrative 2 10000- 240000-360000
department 15000*2=20000-
30000
Security Guard Administrative 10 8000- 960000-1800000
department 15000*10=80000-
150000
Driver Administrative 10 8000- 960000-1800000
department 15000*10=80000-
150000
Sweeper/cleaners Administrative 4 8000- 384000-480000
department 10000*4=32000-
40000
OSS Administrative 5 8000- 480000-600000
department 10000*5=40000-
50000
Director of Research and 1 150000-200000 1800000-2400000
R&D Development
Head of Clinical Research and 1 150000-200000 1800000-2400000
Development Development
Legal liaison Research and 1 150000-200000 1800000-2400000
officer (R&D) Development
Head of Research Research and 1 80000-120000 960000-1440000
Development
Deputy head of Research and 1 80000-120000 960000-1440000
research Development

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 Senior researcher Research and 3 70000- 2520000-3360000
Development 80000*3=210000-
280000
Junior researcher Research and 7 40000- 3360000-1200000
Development 50000*7=280000-
350000
Lab assistant Research and 3 12000- 432000-648000
Development 18000*3=36000-
54000
Head of (CMC) Research and 1 80000-120000 960000-1440000
Development
CMC researcher Research and 3 50000- 1800000-2160000
Development 60000*3=150000-
180000
CMC R&D Research and 3 25000-35000*3= 300000-420000
officer Development 75000-105000

II. Job description and evaluation:

Employees can know the job title, location of the job, job role, duties, and responsibilities by job
description. All of these remain in a written format in a job description. Employees can get a brief
knowledge about the job. Employers can easily evaluate employees by job description and job
specification. If a person’s KSAs (Knowledge, skills, and abilities) are matched with job
description, that person can fit for the job. By job description, it is easy to get a perfect employee
for the job.

III. Incentives:
1. Awards: we have some award system, and we give these on a yearly basis. We give
Outstanding Leadership Award, Innovation Award, and Teamwork Award.
2. Project bonus: we give project bonuses as incentives. If an employee can fulfill a specific
goal, we will give a project bonus.
3. Stock options: employees can buy stock shares at a discount rate.

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 4. Guaranteed loans: we give the opportunity like employees can take a loan at a lower rate
of interest.
5. Cash: if employees do good or extra work, an employee can get extra cash as a reward. We
give this by their performance.

4. Performance Management Programs

I. Performance appraisal programs:
Performance Appraisal is the process by which the employee performance is evaluated/ reviewed.
This can be very positive for the employer as well as the employees of the company. If the process
is planned and executed properly, then it can give very detailed and timely feedback on the
performance of the employee and the company as a whole. It can help to identify areas for further
training, and it can help to find out areas for improvements. It can help to identify candidates for
succession planning. It can motivate employees, it also ensures fair assessment and paying

There are multiple methods of performance appraisal. Some of the most common methods of
performance appraisal are: 1) MBO, 2) 360-degree feedback, 3) critical incident, 4) BARS, 5) self-
evaluation, 6) forced Distribution, 7) Graphic Rating scale, etc.

For a pharmaceutical company, it is very important to perform a regular appraisal to keep track of
the performance of the employees and the company. Since it's not just about the business, it's also
about the safety of the product, it is very important to always take feedback so that there are hardly
any errors in the production and the business.

Iyashi will perform a Performance appraisal every six months to evaluate the performances. The
human Resource department will conduct the performance appraisal. It will be HRD’s
responsibility to collect the data properly and keep the process transparent.

Iyashi has different levels of personnel to run the company. Therefore, it needs multiple
performance appraisal methods to evaluate its different levels of personnel. The performance
appraisal methods that Iyashi will use are given below:

1) MBO (Management by Objectives): Iyashi will use MBO as the major performance appraisal
tool. MBO is a process in which the organizational goals are defined and conveyed to the whole
organization by the management with the intention to achieve every objective. Our management
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will convey the organization-wide goals to all the employees of the companies and so that every
single employee knows what the company is wanting from the employee. It motivates the
employee and also helps the company achieve the organization's goals after setting the goals and
conveying them to the employees. The management keeps track if they are actually able to keep
up with the company-wide goals, and accordingly, the employees will be evaluated.

MBO will be used whole organization-wide.

2) 360-degree feedback: this is a very useful appraisal method to evaluate the performance of the
employees of non-managerial roles. In this process, the employer is given feedback from the
people he/she works around. Feedback from employee’s manager, peers, clients, self-evaluation,
and direct reports are the source of data to perform appraisal using 360-degree feedback. In our
company, employees will get feedback from the manager, peers will also provide feedback, and
employees will also self-evaluate them. Thus, in this way, an employee will be appraised.

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360-Degree Feedback will be used on the non-managerial employees such as workers,
pharmacists, accountant, content creator etc.

3) Critical Incident method: critical incident method will be used for the mid-level managers to
evaluate the performance. The upper-level manager will keep records of how their employees are
performing. In certain situations, the managers need to take decisions, and sometimes the decision
will be good and sometimes it will be bad. So, when using the critical incident method, the upper-
level managers will record good and bad incidents and then will use that data to evaluate the mid-
level managers.

Critical Incident method will be used for appraising the Mid-level Managers.

4) Graphic Rating Scale: graphic rating scale is very useful too perform the appraisal of the
upper-level managers. The head of the departments will rate their department managers. They will
use a scale to evaluate the overall performance of the managers. The scale will have a range of
excellent, good, average, bad, disappointing performance. From looking at this scale, an employee
can be easily appraised.

Graphic Rating Scale will be used to appraise the upper-level managers.

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5) Self Evaluation and Peer Evaluation: the board of directors will do self-evaluation and also
evaluate others of the board. Each member of the board of directors will evaluate themselves and
also the other board of directors. And using the data, the board of directors will be evaluated.

The Board of directors will be appraised using self-evaluation and peer evaluation

II. Promotions and transfers policy:

Promotion: It is very important for a company to have a promotion policy. Having a proper
promotion policy can help the company to promote the deserved and qualified employees and
which will help to bring necessary skills for advancements of the company. Our policies will make
sure there is no discrimination in the promotion of our employees. It will be very transparent, and
we have that it will motivate our employees.

• An employee of our company will get opportunities to get promoted in around 2 years on
average.
• Promotions will be based on work experience as well as merit-based.
• All employees will have opportunities to get promoted.
• In case of any vacancy, our internal employees will be considered first to get a promotion
to that place if they are qualified enough.

Some criteria through which an employee can be promoted are given below.

➢ Performance appraisal: If there are any extremely well-performing candidates who

deserve to get a promotion. Then he/she will be promoted accordingly.
➢ Work experience: if an employee gathers enough work experience in our company, then
we will give that person a promotion according to his job role.
➢ Educational Qualification: employees with rich educational backgrounds will get the
chance to get promoted according to their qualifications.
➢ Skills: Employees will a better skill set will be considered to get promotions

Transfer policy: being a very new company, Iyashi will not have any branches where the
employees can be transferred to. The company will have a production facility and a corporate
office both inside Dhaka. Thus, there is no need for any transfers initially. However, when the
company will expand then different transfer policy will be created according to the need. The

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compensation plans and other job-related issues will be considered when transferring a employee
from one place to another.

5. Record keeping
I. HRIS System
The use of HRIS system is extremely important to easily keep track of the payroll, attendance, and
it also helps in the process of hiring new employees, etc. HRIS software helps us to save time and
efficiently do the HR activities. As a Pharmaceuticals company, we will use “Namely” as our
HRIS system. “Namely” is a very advanced and easy-to-use HRIS software where we can have all
the key features of HRIS software. This software is very easy to use and very easy to implement
in a business. It will help us to streamline the payroll, simplify workplace compliance. This will
be very useful for our company to use this software. We will subscribe to the software according
to the need of our company.

II. Record keeping policy

Iyashi will have a very easy procedure to get access to the information, and we will also keep our
information for long enough to be accessed by the employees. We will keep data for at least three
years in our systems. We might even keep important data for more than three years. We will use
our own portal through which our employees will be able to access their information. We will have
classified documents so that it is easier to sort and find data.

6.BENEFIT
Paid Time off program and benefits

Employees are an essential part of our company. We provide paid time off programs and also give
benefits to our employees. Employees are the important resources for our company. We give paid
time off programs and benefits to our employees to keep their performance and motivation. For
our company’s betterment, employees give their best.

Vacations and holidays: In any working year, employees get so many holidays. Employees get
all the national holidays of the organization, and also we have three extra holidays for our
company’s employees.

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Sick leave: each and every employee gets a sick leave of 12 days. If they need one day's leave,
they need to call their supervisor and have to say what the problem is. For many days of sick leave,
they need to show the medical report and the doctor’s prescription.

Casual leave: Each and every employee of the company will get 8 days of casual leave in a year.

Maternity leave: like many companies, our employees will also get 6 months of maternity leave.
She has to give the doctor’s report.

Annual leave: our company will give 10 days of annual leave. They can spend these days working.

Supplemental pay benefits: employees who will be terminated will get 3 months of the severance
payment. Employees will get some important medicine every year from our company.

Bonus: employees will get 2 bonuses. The company give this in Eid-ul -Fitr, and Eid-Ul-Adha.
We also will provide some performance-based bonuses.

Transportation facilities: we will give transportation facilities to all the managerial employees.

Insurance policy: each employee will get a life insurance policy from our company for any kind
of work-related injuries or accident.

Provident funds: we will cut 10% of salary from the basic of an employee and both employees
and employer contribute every year. If the employee works 6 years or more, he will give full. But
if he works less than 6 years, then he will get his part of the salary that has been cut.

7. Employee and Community Relations

I. Flexible Work Schedules:
• During emergency events, we allow our employees to work from home as much as
possible. However, the employee needs to let his/her manager know about the situation and
take permission.

• For work-life balancing, we allow as flexible as possible working hours to single parents.

42 | P a g e
 • We offer flexible working hours for our employees who take care of their sick family
members.

• We allow our employees to take leave in case of any emergency events.

II. Attendance and Discipline:
• Attendance on every work day is mandatory for all our employees unless there are any
special reasons.

• Aggressive behavior is strictly prohibited in the workplace.

• Indecency will result in punishments

• Proper uniforms should be worn according to the company policy

• Effective and proper communication should be ensured

• multi-culturalism will be promoted

• Hygiene should be maintained by every single employee.

III. Suggestion and Grievance program:
We will have a suggestion box to get suggestions. However, it does not mean that effective
communication will be replaced by this method. We want our employees to resolve all the
workplaces related issues with proper communication.

IV. Regulatory compliance

• Bangladesh Labor Act, 2006: this act specifies the minimum wage, overtime, leave, etc.
of the employees. We will follow all the laws according to this act. Our pay scale, employ
benefits, leaves etc. will all be set in compliance with Bangladesh Labor Act, 2006.

• Directorate General of Drug Administration: we will follow all the directions given by
the Directorate General of Drug Administration. Since they are the authority for the
administration of drugs in Bangladesh, we need to follow their guidelines and will also
need their approval to market our drugs.

• Besides, we will follow all directions of all other regulatory bodies.

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V. Handbooks and Policies:
We will have different sets of policies in running the company. All the policies will be
stated in the handbook. Our employees can get the handbook to know about all the policy
of the company. Some of the major policies of our companies are given below:

• Policy of incentives, benefits for our employees.

• Policy of fair employment opportunity
• No gender discrimination
• No indecent behaviors in the workplace
• Fair opportunity for everyone to get promotions.
• Open communication

VI. Award-Giving Programs:

An award-giving ceremony will be held once a year in the presence of the company's CEO
and the heads of each department. Many awards will be given to the employers in that
ceremony. Besides we will give awards to our employees every month. Some of those
awards are given below:

Best Employee of the month,

Best Marketer of the month,

Best Sales Person of the month,

Best Manager of the month will all be recognized.

VII. Community service & volunteer programs

Being a pharmaceutical company, we have active participation in CSR and volunteer
programs.
• Event sponsorships

• Donate Winter Cloths

• Help rural people in Natural Disaster

• Free medical checkups

• Raise awareness about public health

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VIII. Employee communications policy
• Open communication: Open communication in our workplace is one Iyashi’s core
beliefs. Open communication is a very important thing for a business. We use open
communication to pass on our company’s goals and strategies to our employees. It will
help our employees to be on the same page with us. This is a goal that we are dedicated
to achieving. Unless something is commercially sensitive, we want it to be
communicated clearly and quickly.

• Face-to-face communication: face to face is the best way of communication to discuss

and as questions. It helps to communicate properly, and this way of communication is
very effective. Both parties can understand each other using face-to-face
communication. Briefings and talks with team leaders, supervisors, managers are some
examples of face-to-face communication.

• Continuous Feedback: we will take continuous feedback from our employees. We

will encourage our employees to provide regular feedback so that we can improve our
processes. Feedback is also a part of effective communication. To have effective
communication, we need to have regular feedback. Listening to the feedback will also
play a very good role in effective communication. We want to make sure that our
employees won’t be afraid to express their opinion.

• Communication Training: we will provide our employees with training on how to do

effective communication. All our employees will have the opportunity to receive this
training. We believe proper training can help us to

8.Planning
I. Human Resource Planning (HRP)

Planning is generally done to enable an organization to restructure manpower and logistic if need
be. The goal is to find the combination of the right number of people for the right kind of job at
the right time from all the available sources. The most important strength of the organization is
human resources –which are the employees, and their sets of skills and knowledge, loyalty to the

45 | P a g e
organization, relationships with customers are the key components of the company’s success. That
is why HRP has been one of the key points to focus on while developing our company policies
and hiring properly. The steps we follow for an apt HRP process are given below:

1.Current HR supply: Since this is generally a new company, we tend to focus on hiring new and
fresh talents who possess a variety of skillsets inside and outside of the job meta. The main
objective is to use these talents and sharpen them by the upper management who have more
experience and knowledge through training and real-world feedbacks.

2. Demand Forecasting: This refers to the process of forecasting future HR needs for the company
in terms of employee numbers and efficiently skilled employees. The HR manager ensures this by
keeping track of inside employees and doing market research and employee turnover rate.

3. Supply Forecasting: Supply forecasting means making an estimation of the supply of human
resources taking into consideration the analysis of current human resources inventory and future
availability from inside and outside of the company. If the company already has an ample number
of employees, the supply forecasting will be low, but if the employee turnover rate is high or
market analysis reveals competition for good individuals, the supply forecasting will be high. A
lot of outside influence affects the forecasting, which later on shapes the hiring program/training
program of the company.

4. Selection and Training: After the selection of proper employees for the company through some
rigorous process, the training is planned. The training for the new employees consists of the proper
skills they will need in terms of servicing their own department, and it is implied to enhance the
skills they already have.

Human Resource Budgeting

Budget for employee’s monthly salary (lowest)
By looking at the Salary administration, we get the number of employees that would begin working
with the company, the monthly salary range of their paycheck, their yearly salary in total

If we take the lowest possible amount from the monthly salary for the beginning number of
employees (270),

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In total we get 96,85,000BDT

Budget for training and development

Initially we will acquire the OJT (On the job training) method for our employees so it won’t have
any individual cost.

Budget for recruitment

• For advertisement purposes both online and offline, we’ll spend around 3,00,000BDT
approximately.
• Selecting the right agency should cost around 3,00,000BDT
• Recruiting and selection process should cost around 2,00,000BDT approximately

Budget for employee and social relation activity

• Social work, volunteering activity should cost about 4,00,000BDT approximately
• Monthly award function for the employees/Bonuses should cost around 3,00,000BDT
• Annual picnic, celebrating cultural programs should cost about 3,00,000BDT.

II. Organizational development and structure

Organizational structure refers to the systematic way to deal with organizational hierarchy,
maintain the chain of command, and direct employees through the practice of proper authority.
This, if followed properly, can lead the organization to achieve the goal that was set by the higher
administration. An organization needs to adapt and change its structure from time to time to
maintain the flow of work with social and political imbalance. The selection of which
organizational structure would be used comes from the upper management. Since our business
structure follows a bureaucratic style, we will follow the Functional structure. This structure allows
the upper management to have complete control over the employees and this gives them the power
to ensure that all decisions come from the upper level.

Advantages:

• Very easy to scale

• Easy to monitor
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 • Provides more opportunities to team players
• Full monitoring is done by upper management, so chances of mishaps are low
• Less problem with decision making
• Centralized structure-oriented

Disadvantages:

• Might develop communication issues with lower-level employees

• Might have a lack of proper feedbacks
• It might demotivate some employees

To sort out these problems, we might enforce some of these changes:

• Open door policy: This gives the employees the courage and chance to talk to their upper-
level managers directly if a problem arises.
• Opinion box: This can be a great way to collect employee feedback. The plus side of this
method is since this is anonymous, employees are generally truthful with the issues and
feedback they are proposing. Upper management can check the feedbacks weekly or
monthly to eliminate the problems and raise efficiency.

D. ORGANOGRAM

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 ORGANOGRAM OF IYASHI

Board of
Directors

CEO

Director of R&D – 1 Plant

CMO- 1 CHRO – 1 COO-1 CSCO-1 CFO-1 DOA-1
Head of Clinical manager
Development – 1 Senior
Branding, Mass Senior Supply Senior
Public Market Digital Training & Strategic Recruitment Legal liaison officer Asst. plant Demand Transportatio Production Material
Advertising, Communicati planner Purchase Ware house Logistic CA-1 assistant
Relation Analysis: Marketing Development: Planning: and Selection: (R&D) – 1 manager-1 planner n planner- 1 planning Store
Promotion on & fair manager- 1 secretary 1
manager- 1
Demand Supply Production Material
Addl. Secy. – Addl. Secy. – Sr. Strategic Sr. Manager – Reseacrh Chemical production Sr. officer Sr. officer Officer Asst. Assistant
Sr. A/S – 1 Sr. Secy. – 1 Sr. Secy. – 1 Manager – 4 planner planner planning planner
1 1 Manager – 1 1 Manager-1 Stores- 1 Stores- 1 logistics- 2 Manager-2 secretary 2
manager- 2 manager- 2 Manager- 1 manager- 1

Sr. Asst. Asst. Strategic Asst. Head of Head of production Sr. officer PP- Sr. officer Officer Officer Sr. Executive- Sr. Executive-
Promoter- 3 A/S – 1 Executive – 2 Executive – 1 Research – 1 (CMC) – 1
Secretary – 1 Manager – 2 Manager – 1 Manager – 3 officers 3 1 purchases- 1 stores- 1 stores- 1 4 3

Deputy head
Asst. Sr. Executive Market Content Sr. Training Assistant CMC maintenance Officer Labor of Labor of
Advertiser- 3 Executive – 2 of research - Officer PP- 1 Executive-2 Executive-5
Secretary – 1 –2 Analyst – 5 Creator – 2 Executive – 2 Manager – 4 researcher -3 director 1 purchases- 1 purchase- 3 purchase- 3
1
Senior asst.
Salesperson- Media man – Researcher – Training Strategic Jr. Executive – CMC R&D Sr. Jr. executive-
Editor – 1 researcher – maintenance-
6 1 10 Executive – 4 planner – 3 4 officer – 3 Accountant-2 4
3 1
Junior
researcher – Office clerks-
Editor – 2 Promoter – 2 Trainer – 4 Analyst – 2 Recruiter – 4 Lab officials-4 Accountant-3
7 5

Lab assistant - quality

Content Digital Mkt. Jr. Secuirity
3 assurance
Writer- 3 Experts – 3 Accountant-4 officer-2
officer-2

Security
pharmacists-3
Guard-10

floor
Driver-10
supervisors-6

Sweeper/clea
operators-14
ners-4

technicians -8 OSS-5

oss- 5

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E. Sample Workflow:

Sample Workflow of IYASHI

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 F. JOB ANALYSIS
Job Analysis of HR Manager

Job Description

Job Title: Chief Human Resource Officer

Department: Human Resource Management

Job Type: Full Time

Salary Range: 1,50,000 – 2,00,000 BDT

Job Summary: HR Manager mainly works on all employee-related issues. HR Managers works
involve managing activities such as recruitment, training & development, appraisal, and talent
management, etc.

Location: Dhaka

The position will be at headquarter office in the HR department

Reporting relationship: Reports to CEO.

Tasks:

• Creating job descriptions, hiring, recruiting, and retaining skilled and experienced workers
• Finding out skilled and qualified employees
• Training the employees
• Appraising and compensating the employees

Duties:

• Managing the resource and steering it in the right direction

• Conducting training programs to improve employees' abilities
• Monitoring and ensuring the safety & Rights
• Preparing Budgets, surveys, and job evaluation

Responsibilities:

• Developing and implementing different HR strategies

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 • Identifying vacancies and recruiting new employees
• Managing a performance appraisal system
• Identifying the employees' expertise, talents, and abilities
• Creating a comfortable working environment

Job Specification

Knowledge:

• Knowledge about all the human resource management basics

• Knowledge about the current situation in the job market

Skills:
• Good communication skills
• Justifying, interpersonal, and time management skills
• Sufficient knowledge about all MS office applications

Abilities:
• Problem-solving ability
• Ability to work in any situation
• Without hesitation, adjusting to all types of people
• Ability to handle multiple tasks
• Ability to manage different types of people

Minimum qualification: Master’s degree in Human Resource

Experience: Minimum 5 years working experience in human resource roles

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 Job Analysis for Head of Marketing Department

Job description

Job title: Chief Marketing Officer

Department: Marketing

Job type: Full-time

Salary range: 1,50,000-2,00,000 BDT

Job Summary: the responsibility of the company’s marketing and communications strategies is
upon the head of marketing. Besides, he/she also needs to work on the overall branding and the
image of the company. Setting up a budget, analyze the market and competitors for marketing is
also their task.

Location: Dhaka

The position will be at headquarter office in the marketing department

Reporting relationship: Report to CEO

Tasks:

• Forming new strategies to achieve the overall business goals

• Managing the marketing department on a daily basis

• Studying on competitors and their marketing plans to beat them in the threatening
competition

Duties:

• Reporting to the CEO on all marketing events

• Establish goal lines of the Marketing department

• Working along with the GM

• Cooperating with other department heads if required

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Responsibilities:

• Make strategies for all marketing teams to accomplish team and ultimate department goals

• Monitoring the progress of the teams

• Manage marketing campaign costs

• Prepare budgets for the marketing.

• Guide General Managers to come up with an effective marketing strategy

• Ensuring the brand marketing through proper networks and to an appropriate target market

• Analyze the market

Job Specifications

Knowledge:

• Knowledge about the different marketing channels.

• Up to date knowledge about the market

• Knowledge about the current trends

Skills:

• Communication skills

• Critical Thinking

• Management skills

• Judgment and Decision-Making skills

• Negotiation skills

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Ability:

• Ability to control and motivate marketing teams

• Ability to adjust with change

• Ability to lead

Minimum qualification: Master’s degree in Marketing.

Experience: 5 or more years of experience in this field

Job Analysis for CMC R&D officer

Job Description

Job Title: CMC Research Officer

Department: Research and Development

Job Type: Full Time

Salary range: 25,000-35,000 BDT

Job Summary: The research officer will report to the chief of research and development to
achieve project milestones. The research officer will also support the department head with small,
periodic, departmental projects as needed.

Location: Dhaka.

The position will be at headquarter office

Attendance in the laboratory for three hours a day is required

Reporting Relationship: Head of CMC

Tasks:

• Collect Data from different sources

• Sort Data by category

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 • Prepare report and present them in the meeting

• Manage Laboratory

• Join monthly meeting and give update

Duties:

• Conduct research

• Make sure the source is reliable to collect data

• Make sure the data is safely stored

• Keep the data updated

• Analyze data and get the result

• Checking the result with the proven sources

Responsibilities:

• Make sure to use every possible data to get the best result

• Build strategy according to the result

• Report to the chief R&D officer

• Monitor the result

• Generate new ideas and strategies.

• Make sure to complete projects within time

• Participate and attend relevant scientific meetings

Job Specification

Knowledge:

• Knowledge of data collection methods and data analyzing

• Working knowledge of MS Office and other required data analysis software

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 • Knowledge of Python is a plus but not required

• Need to have working knowledge on the biology and other scientific research processes

Skills:

• Excellent communication skill

• Analytical skills

• Strong team management skill

• Judgement and decision-making skills

• Strong interpersonal skill and comfortability to deal with people in the organization

• Skills in managing laboratory equipment

Ability:

• Ability to work collaboratively across teams and departments

• Ability to pay attention to details

• Ability to have intellectual curiosity

• Ability to maintain the project within budget

• Ability to work within time limit

Minimum qualification: bachelor’s degree in science, pharmacy

Experience: more than 2 years in the research field

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 Job Analysis for Security Guard

Job description

Job title: Security Guard

Job type: Full-time, Day and Night shift

Department: Administrative department

Salary: 8,000-15,000 BDT

Job Summary: the works of a security guard is to provide safety to the employees and guard the
property of the company by vigilant monitoring. And taking necessary security measures during
any unwanted security events.

Location: Dhaka

The position is in the manufacturing facility located near dhaka.

Indoor and outdoor monitoring is needed to be done

Equipments: Need to know how to use different security/ defensive equpiments such as
flashlights, scanners, baton, walkie talkie, etc.

Reporting relationship: Report to Security officer

Tasks:

• Regular round ups to make sure everything is safe and secured

• Communicate with other team members

• Assist drivers

Duties:

• Report to security officers

• Monitor the property

• Remove any trespassers or risky individuals from the property

• Control traffic by directing the drivers

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 • Collaborate with other members of the team

Responsibilities:

• Protecting all the employees and property are safe and secured

• Record any sort of suspicious activities to the security officer

• Check all employee identification cards

• Enforce law, rules, and regulations

• Monitoring alarms and surveillance systems

Job Specifications

Knowledge:

• Knowledge about security threats

• Knowledge about security systems and equipment’s

• Knowledge of forbidden items

Skills:

• Surveillance Skills: Need to have good surveillance skills and understand threats

• Reporting Skills: skill to notice unusual occurrences and report it to the security officer

• Physical skills: should be in proper physical shape and physically fit

• Management Skills: should have skills to properly manage different unwanted situations

• Communication skill: proper communication skills to communicate with others

Ability:

• Ability to make quick judgments

• Elementary reading and writing ability

• Ability to use electronic devices

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 • Capacity of handling any uncertainty

• Ability to work in shifts

Minimum qualification: Class Eight (8) pass

Experience: 1 year or more as a security guard

Job Analysis for Accountant

Job description

Job title: Accountant

Department: Finance and accounting

Job type: Full-time

Salary: 20,000-30,000 BDT

Job Summary: Accounting has a lot of tasks such as auditing, reconciling, and estimating tax
payments and returns. Preparing ledgers, financial reports, etc. are also some other tasks of
accounting.

Location: Dhaka

The position will be at headquarter office in the accounts department

Equipments: should know how to use computers and printers.

Reporting relationship: Report to senior accountant

Tasks:

• Keeping financial records

• Overviewing financial reports

• Keeping track of the due dates of paying debts and taxes

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Duties:

• Preparing financial statements

• Keeping the financial data secured and safe

• Preparing the financial statements within due time

• Keep the company notified about its financial position

• Analyze different data

Responsibilities:

• Collecting different financial data

• Filtering and compile the financial data to create different financial statements

• Create financial statements on a monthly basis

• Create yearly and quarterly financial statements by assembling the data

• Make estimates by analyzing the data

• Provide financial guidance to the organization by thoroughly analyzing the data

• Report to the senior financial officer

Job Specifications

Knowledge:

• Should know about the different accounting terms

• Knowledge about different financial statements.

• Knowledge about different accounting principles such as GAAP

Skills:

• Need to know how to write and understand General ledger

• MS-EXCEL skills

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 • Good communication skill is needed

• The skill of collecting data and interpreting them

• Need to have good presentation skills

Ability:

• Ability to finish work within time

• Ability to work as a team

• Critical thinking ability

• Ability to create a spreadsheet

Minimum qualification: bachelor’s degree in Accounting

Experience: 0-3 year or more in the same field

Job Analysis of Salesperson

Job Description

Job Title: Salesperson

Department: Marketing

Job Type: Full Time

Salary Range: 12,000- 18,000 BDT

Job Summary: Pharmaceutical salespeople basically do the promotion and selling of the drugs to
prospective buyers by giving product information.

Location: Dhaka

The position will be at headquarter office in Marketing Department

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Reporting Relationship: Reports to the additional secretary of Marketing Department (Branding,
Advertising, Promotion)

Tasks:

• Reaching sales target

• Doing sales calls
• Make report of sales (annual/ monthly/ weekly)
• Travel to do sales work
• Travel to promote company’s drugs
• Attend sales conference, meetings and health camps
Duties:

• Reporting to the immediate senior in every step

• Setting clear sales target
• Setting clear travel plan for sales and promotion
Responsibilities:

• Have to know all the product information very clearly

• Have to have proper knowledge about own company’s product and other company’s
products
• Have to have exact knowledge about competitor’s price and strategies of products
• Have to focus on building customer relationship
• Maintaining customer relationship
• Help in increasing profit by increasing sales

Job Specification

Knowledge:

• Company’s product (drugs) knowledge

• Surrounding’s knowledge
• Promotional and branding knowledge

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 • Current knowledge about the market
• Trends
• Knowledge about different places as he or she may need to travel
Skills:

• Selling skill
• Communication and interaction skill
• Good speaking skill
• Presentation Skill
• Memorizing Skill
• Promotional Skill
• Negotiation skill
• Adjustment Skill
• Customer handling Skill
• Analytical Skill
• Managing Skill
Ability:

• Ability to promote and sell different types of drugs

• Ability to remember every product information
• Ability to handle different type of customer
• Ability to maintain customer relationship
• Ability to keep calm in every situation
• Ability to interact with the prospective buyer very smoothly
• Ability to make quick rapport with the prospective buyers
• Ability to be patience
• Ability to pitch his or her idea
• Ability to adjust to any situation
• Ability to make reports of sales
• Ability to work hard and with confidence

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Minimum qualification: BBA in Marketing / Bachelor’s in Marketing

Experience: 0-3 year or more in the same field

Job Analysis of Chief Supply Chain Officer

Job Description

Job Title: Chief Supply Chain Officer

Department: Supply Chain

Job Type: Full Time

Salary Range: 1,50,000-2,00,000

Job Summary: Supply chain manager mainly coordinates and manage the production,
transportation, and delivery of goods and products.

Location: Dhaka

The position will be at headquarter office in Marketing Department

Reporting Relationship: Report to CEO

Tasks:

• Manage raw materials.

• Inventory control.
• Manager production to delivery.
Duties:

• Look after employees who are immediate juniors.

• Reporting to the CEO in every step
• Ensure the quality of the products.

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Responsibilities:

• Develops supply chain strategy to maximize customer satisfaction by giving a possible

lowest price.
• Monitor the warehouse in a regular basis.
• Works to know transportation companies to set best route and rate.
• Make sure about delivery.

Job Specification

Knowledge:

• Raw material (medicine-related) knowledge.

• Knowledge about production processes.
• Knowledge of principles and methods for moving people or goods.
• Knowledge of labor relations and negotiation.
Skill:

• Talking to others to convey information effectively.

• Skill about Using logic and reasoning.
• Good written and verbal communication skills.
• Able to work independently and within a team.
Ability:

• The ability of managing whole supply chain department.

• The ability to make drugs.
• Ability to understand financial statements.
Minimum qualification: MBA in Supply Chain Management.

Experience: Minimum 5 years.

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 Job Analysis of Quality Assurance Officer

Job Description

Job Title: Quality assurance officer

Department: Production Department

Job Type: Full Time

Salary Range: 25,000-35,000 BDT

Job Summary: Responsible for confirming a product or service meets the recognized standards
of quality with dependability, usability, and performance compulsory for supply and the market.

Location: Dhaka

The position will be at the Production facility

Reporting Relationship: Report to production manager

Job Tasks

• Draft quality assurance policies and procedures

• Understand and implement quality assurance standards and actions

• Design, conduct and monitor testing and check materials and products to certify complete
the product quality.
• Study customer complaints and non-conformance problems
• Collect and compile statistical quality information
• Analyze data to find areas for improvement in the quality system
• Make reports to communicate results of quality events
Duties

• Evaluate the adequacy of quality assurance standards

• Devise sampling procedures and directions for recording and reporting quality data

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 • Document core audits and other quality assurance events
• Coordinate and support on-site audits conducted by outside providers

• Monitor risk management activities

• Develop, commend and monitor corrective and preventive actions

Responsibilities:

• Assure ongoing obedience with quality and manufacturing regulatory requirements

• Review the implementation and efficiency of quality and inspection systems

• Evaluate audit findings and implement appropriate corrective actions

• Responsible for document management systems

• Support the assessment and regulations manager to ensure the development of fit for
purpose

• Support the organizational evaluation process and the completion of institutional self-
evaluation

• Provide direction in the development, application, monitoring and analysis of procedures,

including in developing and delivering training and information meetings for employees;

• Keep an exact record of all official programmed schedules and dates in which they are due
for their next evaluation

Job specification

Knowledge:

• Knowledge about medicine

• Knowledge about quality testing methods

Skills:

• Skills in analysis

• Excellent technical skills

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 • Good numerical skills and an understanding of statistics

• Planning and organization skills

• Interpersonal skills

• Problem-solving skills

• Teamworking skills

• IT skills.

• decision-making skills

• effective interaction with stakeholders

• sound judgment

Ability

• The ability to make considered decisions and to communicate them effectively

• Leadership ability

• Evidence of being a highly organized worker;

• Proven ability to work under own initiative and as part of a team;

• The ability to make Accuracy and attention to detail;

• Ability to collect data, management, and analysis;

• The ability to make problem analysis and problem-solving;

• The ability to make planning and organizing;

• The ability to make customer service orientation;

• Teamwork.

Minimum qualification: bachelor’s degree in relevant field.

Experience: 0-3 year or more in the same field

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 Job Analysis for Director of R&D

Job description

Job Title: Director of R&D

Department: Research and Development

Job type: Full time

Salary range: 1,50,000-2,00,000 BDT

Job Summary: The R&D director’s main job is to oversee and observe the actions of in-house
experts and leaders on improving existing products as well as innovate and develop new subjects
of research. He’s the spearhead of directing all of the R&D department, and he’s responsible for
both the basic research department and applied research department.

Location: Dhaka

The position will be at headquarter office

Reporting relationship: Reports to the CEO

Tasks:

• Conducting proper communications with upper-level managers as well as deciding proper

schedules of the whole R&D department

• Coming up with providing strategic inputs on both applied and basic division

• Providing members of senior staff with continuous scientific input in their various
specialized areas

• Organize and ensure the quality of the researched products as well as their originality

• Being well informed on state-of-the-art of drug discovery and drug development and
innovations in the current field

Duties:

• Supervising R&D underlings and suggesting when deemed necessary

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 • Hiring proper R&D employee candidates with other board members

• Setting up objectives and reviewing them on completion

• Ensuring compliance to social and legal obligations

Responsibilities:

• Leading development and research projects and maintaining department R&D budget

• Promoting the corporate vision with ensuring the alignment within the organization

• Collaborating within internal and the external group

• Monitoring ventured approaches to ensure proper knowledge management

• Communicating research agenda to company and getting feedback when appropriate

Job Specification

Knowledge:

• Adequate knowledge of drug discovery/development

• Adequate knowledge of clinical research and development

• Developed knowledge for diseases and cures

• Proper knowledge of working with diverse group of people

Skills:

• Strong communication skills with leadership abilities

• Strong analytical skills with organized and structured lifestyle

• The ability to negotiate, interact, persuade, compromise to ensure completion of objective

• Ensuring reliability, dependability and flexibility in the workplace

• Strong technical writing skills for procedures, protocols and reports

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Ability:

• Ability to take decisive actions when necessary

• Ability to judge and decide upper-level decisions

• Ability to work under pressure with multitasking

• Ability to handle any kinds of problems from biohazards to workplace hostility

Minimum qualification: Master’s degree in chemistry, chemical engineering, materials science,

or another applied science (PhD preferred)

Experience: 5+ years’ work experience, preferably having led an R&D department or an R&D
team

Job Analysis for Lab assistant (R&D)

Job description

Job Title: Lab Assistant

Department: Research and Development

Job type: Full time

Salary range: 12,000-18,000 BDT

Job Summary: Aiding the senior and junior researchers with their day-to-day task while stocking
up on lab equipment and conducting provided tasks by the deputy head of research. The job is
mostly consisted of balancing a certain work efficiency by supporting the basic research
department of the R&D department and helping the researchers with enhancing the current existing
products.

Location: Dhaka

The position will be at headquarter office

Reporting relationship: Reports to Deputy head of research

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Tasks:

• Carrying out tests and experiments provided by the senior and junior researchers
• Keeping notes of any changes or developments
• Following all safety guidelines while being in the laboratory
• Helping out with day-to-day research by accepting orders from researchers
Duties:

• Conducting proper experiments and detecting anomalies when necessary

• Analyze and monitor any trends, findings or outcome of a project

• Cleaning and sterilizing lab equipment when it is necessary

• Keeping lab supplies stocked

• Ensuring “Safety first” motto inside labs at all times

Responsibilities:

• Preparing samples for testing

• Maintaining all past records for experiments

• Complying with safety procedures as well as all the safe and healthy regulations

• Documenting all findings of an experiment and filing/reporting to senior colleagues

• Classifying and labelling products properly

• Undertaking low tier administrative tasks such as filing paperwork and answering
telephones

Job Specification

Knowledge:

• Knowledge for data collection methods and data analyzing

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 • Knowledge of computers and programs related with work

• Knowledge of handling lab equipment and proper care for them

• Knowledge of basic chain of command and hierarchy

Skills:

• Analytical skills must be a skill they possess to detect and record the anomalies of an
experiment head on
• Proper communication skills in necessary to communicate effectively with different
hierarchy and pass information properly
• Has to be a quick learner and has to have good adapting personality
• Has to be obedient with following orders and instructions accurately to the book
Ability:

• Ability to work under pressure

• Ability to withstand several hours of monotonous work such as standing for long periods
of time

• Ability to have attention to details

• Ability to gain synchronization with the environment

• Ability to take proper care and maintain safety regulations while inside the lab

Minimum Qualification: Bachelor’s degree in Medical Technology, Biology or relevant field

Experience: Minimum 1-year worth of experience in a similar role.

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 CONCLUSION
In this term paper, we have tried to design a human resource planning model for a company named
‘Iyashi’ of the pharmaceuticals industry. We have set up a new pharmaceutical company then we
planned the total HR requirements of the company, including the budgets. We have tried to make
all the HR functions as efficiently as possible. Being a new company, our main motive was to
become a good employer for whom employees will want to work for. We made employee friendly
policies in HR. In conclusion, we can say that in this term paper, we tried to make a complete HR
plan for a company named ‘IYASHI’ focusing on the current trends and tried to be as realistic as
possible.

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 APPENDIX
CONTRIBUTION FORM
Name ID Contribution
Nadim Mahmud 1721218630 Job analysis of quality assurance officer
Job analysis of Head of Marketing
Hierarchy of production
A. Introduction
B. Industry Analysis
Tanzila Ahsan Rafa 1721708030 Job analysis of Chief supply chain officer
Hierarchy of operations department
Hierarchy of supply chain
3. Compensation Structure and Programs
6. Benefit
Yasir Arafat 1812466630 Job analysis of Lab assistant
Job analysis of director of R&D
Hexarchy of R&D Department
Executive summary
8. Planning
E. Sample work flow
Fahmid Rahman Siam 1812798630 Job analysis of Chief HR Officer
Hierarchy of Human Resource Department
2. Training and Development Programs and
Services
Samiha Tahsin Promi 1821514030 Job analysis of sales person
Hierarchy of marketing
1. Recruiting, Selection & Employment
Process and Sources
Rasel Al Mamun Joy 1821788030 Job analysis of CMC R&D officer
Hierarchy of accounts and finance
department
7. Employee and Community Relations
MD Barkatullah Bijoy 1912481630 Job analysis of Security Guard
Job analysis of Accountant
Hierarchy of ADMIN
4. Performance Management Programs
5. Record keeping
Letter of transmittal
Acknowledgement
Conclusion
References
Compilation

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