Introduction

On the course of human resource management, we were assigned to submit a term paper on any

Company’s Human Resource practices in real life. We have chosen Globe Pharmaceuticals

Limited which is basically a Pharmaceuticals product producing company for our assigned job.

Human resource is the most important part of any pharmaceuticals company. Therefore human

resource management gets a great importance in Pharmaceuticals Company in the world. All

most all developed country uses many techniques and strategy for human resource management.

Human resource practice is being used to make human resource management more effective and

less time consuming. It is also a great opportunity for us to do a term paper on Globe

Pharmaceuticals Limited that gave us a lot of knowledge about practical world. We go through

book and try to incorporate that knowledge with practical world. We find many similarities as

well dissimilarity with the book. We made an interview to a Human Resource manager of Globe

Pharmaceuticals Limited. The experiences and excitement that we gather was really worth

mentioning. The overall environment and absolute friendly behavior totally drew our attention

and created strive to work in this organization in future. Lastly the whole work gave a clear

concept about Globe Pharmaceuticals Limited’s Human Resource management Practice and

enables us to prepare a clear and organized review for our project.

Methodology:

To complete the paper both primary and secondary data were required. Interviewing the HR

Executive of the company collected primary data and secondary data were collected from

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Company’s documents, web sites and books.

Executive Summery

Globe Pharmaceuticals Ltd., a well known pharmaceutical Bangladesh. Globe Pharmaceuticals

has a well-organized management system by which they smoothly operate process of setting and

achieving goals through the execution of five basic management functions that utilize human,

financial and material resources. Globe has developed an effective and aggressive marketing

system which generates motivation in the employees for achieving the organizational objectives.

Globe’s practice of distribution through a wide network of field staff throughout the country

ensures freshness of stock as well as efficient and timely service. Strict quality control is

maintained in the factory by expert personnel and apparatus. Globe has a reputation of paying its

taxes on due time. The human resource department of Globe Pharmaceuticals is the key to all

success. The main strength of HR is their quick informal responses to comply with continuous

changing environment. Recruitment and selection of quality HR and retention of quality family

members is the number one HR Policy of Globe. The company has bonus schemes and training

programs for employees. The company’s growth plans for the future is to strengthen operations

in domestic market, increase market share internationally and nationally, improve productivity

and profitability to offer more value to the shareholders. Globe is very much concern about their

recruitment process and try to hire the best possible candidates from the market.

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Company Overview

Globe Pharmaceuticals Ltd. launched in 1986 with the responsibilities to support the life

healthier, happier and longer. Now the company has grown into one of the major providers of

essential medicines in the country. As with pharmaceuticals success, Globe Pharmaceuticals Ltd.

has proud for being the mother company of Globe Pharmaceuticals Group of Companies, one of

the leading corporate houses in the country, currently operating six sister concerns, which are- 1.

Globe Pharmaceuticals Ltd., 2. Globe Drugs Ltd., 3. Globe Soft Drinks Ltd., 4. AST Beverage

Ltd., 5. Globe Biscuits and Dairy Milk Ltd. and 6. Globe Agro vet Ltd.

Globe Pharmaceuticals Ltd. is enriched with the facilities that manufacture oral solid, oral liquid,

parenteral injection and infusion, soft capsule, topical cream, ointment and ophthalmic eye drops.

Globe’s manufacturing plant is located at BSCIC industrial estate under Begumgonj Upazilla of

Noakhali Districts, South east part of Bangladesh, which has been built with the requirements to

meet the international norms of WHO-GMP and other drug regulatory bodies in the world.

Manufacturing infrastructure has been designed into different functioning zones to ensure the

optimum environment as recommended for specific formulation area. Each zone consists of

separate AHUs (Air Handling Units), Dehumidification unit, Dust extraction system,

Temperature controlling device as part of the integrated HVAC system. Cephalosporin plant has

been installed dedicatedly with the prescribed guidelines of WHO-GMP and has fully online

production system for both oral and injectable cephalosporin’s, which conferred us foremost

position in the cephalosporin market. The facilities also encompass multi-dimensional WTP

(water treatment plant) that facilitates the production of purified water and WFI (water for

injection); 24-hrs Power back-up system; Warehouse for storage of raw materials, packaging

goods and finished products; and ETP (effluent treatment plant) to minimize the environmental

hazardous. Quality control and R&D department are well-equipped with sophisticated HPLC

(High Performance Liquid Chromatography), UV spectrophotometer, Infrared

spectrophotometer, Atomic absorption spectrophotometer, Dissolution apparatus and other

necessary tools for critical quality examination and research. Entire actions are performed by

expert teams of pharmacists, chemists and microbiologists along with the vigilance of quality

assurance department.

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Globe Pharmaceuticals Ltd. currently produces and markets over 200 products comprising of

both OTC and ethical medicines. Specialized Product Management Department is devoted for

the best marketing selections that assure the products more aesthetic and distinct in the market.

Globe has established large distribution network segmented into 18 individual depots to reach

the products available at every market throughout the country. Each depot has optimal storage

facilities and self-sufficient transports. Around 1500 individuals comprising highly professional

science graduate and post-graduate are well deployed to assist the medical communities through

delivering right information of our products, organizing scientific seminar, free clinics and many

other necessary services.

Globe Pharmaceuticals Ltd. has stepped forward in overseas business with peak precedence.

With a view to providing healthcare professions globally, as of now, Globe is having its overseas

marketing coverage in Singapore, Vietnam, Philippines, Srilanka, Myanmar, Yemen and

Cambodia. Globe is also in the process of receiving regulatory approvals and exploring business

opportunities in the countries of African, Middle East and Latin America.

The company has been accredited with the accolades by Foundation for Excellence in Business

Practice (FEBP), Geneva, Switzerland; WHO-GMP certificate, and ISO 9001:2008. Being a

responsible social partner Globe fulfills the entire payment of taxes, duties and claim to the

Government and concerned public agencies in-time. Globe Pharmaceuticals Ltd. has no

compromise with quality and will ensure it consistently through improving the process to its

vision.

Vision

To be the leader and most innovative company in the business areas we (Global Pharma) operate,

for manufacturing & distribution of high standard, life enriching products globally. Now we are

producing high quality medicine according to the market demand.

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Mission

Our mission is to nourish millions of lives as the largest and most admired group of companies

through keeping our products consumer centric, constantly upgrading our knowledge and

expertise and always maintaining the best quality.

In support of Somnogen’s vision, the management has prepared the following mission:

To become the top-performing global pharmaceutical company specialized in sleep therapeutics

because we promote sleep, we want to become the ‘life-style brand’ globally in sleep

therapeutics.

Key areas of impact will be on enhancing personal wellbeing and raising awareness on the

impact of sleep disorders, delivering and addressing a long-term strong, vibrant, and sustainable

communities that will have a good night sleep.

Its aim is to deliver concrete value to Somnogen’s stakeholders and promote the development of

sustainable global market in sleep therapeutics.

Strategies

Understanding global demands from the perspective of regulators, patients, healthcare providers

and mayors is a critical necessity when creating a global regulatory strategy that will support the

development and marketing of a drug product. The continued success of the International

Conference on Harmonization (ICH) in defining regulatory standards acceptable to numerous

global health authorities has moved the concept of global, simultaneous marketing applications

for drug products from a wish to an ethical and business reality.

This course provides a basic understanding of the challenges and goals confronting a regulatory

professional when defining a global regulatory strategy. It provides an overview of the regulatory

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considerations in the major regions of the world where marketing applications are pursued and

compares the application requirements in these regions. It also includes a description of the

regulatory “tools” at the disposal of the regulatory professional and discusses reimbursement

considerations and how they may affect both a global development strategy and regulatory

strategy. Finally, the course provides insight into the role of the regulatory professional in global,

cross-functional strategy teams and provides guidance for effective interfacing with team

members. Collectively, this knowledge is critical to creating a global regulatory strategy to get

your product into major markets.

Current HR System:

The role of Human Resources is to partner with the business leadership to support the

achievement of strategic objectives through deployment of sustainable and practical HR

processes and tools.

These are designed to secure the best talent with the best capabilities, thus achieving highest

standards in a positive and productive workplace environment. The company regularly surveys

their associates. Their satisfaction and performance is the key to success. Survey results help

Globe Pharmaceuticals to align HR efforts with the overall business goals and achieve company

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aspiration of being a top tier employer in the industry. The HR system within the Globe

Pharmaceuticals consists of four major components or teams which include Compensation team

which deals with the salary structure of employees, Services team dealing with the major paper

works processing and all kinds of services, talent management which deals with the different

sorts of recruitments and lastly the Sales department. With these four departments the main HR

department runs and operates. The structure of the company mainly follows global reporting

criteria since it’s a multinational company. There is hardly any direct reporting within the

company since a lot of reporting is done within a distant geographical location. Depending on

the structure and function of the reporting criteria, most of them are occurred through a dotted or

dual reporting system. The dotted reporting consists of two parts which include the outside

administrative reporting which takes place within the outskirts of the borders of Bangladesh, and

also the inner administrative reporting.

Recruitment:

Recruitment is the process by which organizations locate and attract individuals to fill job

vacancies. Most organizations have a continuing need to recruit new employees to replace those

who leave or are promoted, and to permit organizational growth. It can be quite expensive in

terms of time effort and money. The success of the recruitment process mostly depends on

effective HR planning. Without accurate planning, an organization may recruit the wrong

number of or type of employees.

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Recruitment Goals:

A good recruitment program may serve many conflicting goals. A mentioned goal is to attract a

large pool of applicants but applicant pools can be too large and thus very costly to process.

Recruiting must also attract a high proportion of well-qualified candidates who are seriously

interested in accepting a job offer. Post-hiring goals must also be considered the recruiting

process those workers who are good performers and who will stay with the organization for a

reasonable length of time. An additional goal is that recruiting efforts should have beneficial

“spillover” effects: that is the organization’s general image should be enhanced and even

unsuccessful applicants should develop a positive attitude towards the company and its products.

Further, all the above goals should be reached with the greatest speed and at the least possible

cost to the organization.

Recruitment Philosophy:

As a part of the process of prioritizing goals, the organization may develop its recruitment

philosophy. One of the key issues in recruitment philosophy is whether to promote largely form

within the organization or to hire from the outside vacancies at all levels.

A second aspect of recruitment philosophy concerns where the emphasis is: on merely filling

vacancies or on hiring for long-term careers. A short-term view may emphasize filling vacancies

quickly. While a longer term view may tolerate delay in the interests of finding just the right

people to bring in for the long haul.

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A third aspect of recruitment philosophy concerns depth of commitment to seeking and hiring a

diverse range of employees.

A fourth aspect of recruitment philosophy is whether applicants are viewed as commodities to be

purchased or as customers to be wooed.

A fifth aspect of the recruitment policy has ethical overtones, in terms of fairness and honesty in

the recruitment process. Both parties may be motivated to present their best sides while

concealing their weakness and this may lead to a temptation to lie or mislead be omission or

commission.

Sources of recruiting:

Deciding whether the position is to he filled internally or external is often an early task in

recruitment planning for a specific vacancy. In some cases, there is no decision to be made. For

instance, entry-level jobs must be filled externally and for other position the company’s policy or

union contract may require that internal sources be utilized first. Most organization use a mixture

of internal and external sources: promoting from within when qualified employees are available

and recruiting from external sources when new skills are needed or growth is rapid.

Internal recruiting:

Most companies fill vacancies internally whenever possible. A variety of internal recruiting

methods are used for different levels of jobs. Lower level jobs such as clerical and manual jobs

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are often called nonexempt jobs because their incumbents are not exempt from the minimum

wage and overtime provisions of standard labor act. These people are typically paid an hourly

wage. In contrast higher-level administrative managerial and professional employees are paid on

a salary basis and are exempt from the overtime provisions. The following section discusses the

internal recruitment methods used for each category of job in turn.

External recruiting:

A successful external recruiting effort requires careful planning and coordination. In most

medium and large organizations, the HR professionals do most of the recruiting. These people

may be personnel generalists who spend some of their time performing recruitment activities or

full-time recruiters who specialize in seeking and screening potential new employees. A separate

recruiting function with at least on full-time recruiter tends to exist in organizations that have a

continuing need to recruit a minimum of fifty to one hundred exempt employees each year.

Recruiters may make hiring decisions for some lower level jobs, but ordinarily they locate,

evaluate and refer the most qualified candidates to the manager (or sometimes the team) for the

unit in which the vacancy has occurred. This manager, called the hiring manager, makes the final

hiring decision, often in consultation which other managers. In order to find the right kind of

candidates, recruiters must work closely with hiring managers throughout the recruitment

process.

The recruiters first step after receiving an assignment to meet with the hiring manager to find out

more about the position to be filled. The two of the must workout specifications in terms of what

education, skills, and experience are needed and desired. Besides obtaining the needed

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information about the job’s requirement, the recruiter must also identify what might attract

candidates to the job. With this information, the recruiter can begin to plan where to look for

applicants, how many to look for, and how to screen them.

Throughout the recruiting process, the hiring manager should stay in dose touch with the

recruiter. The hiring manager should examine resumes or applications that have passed initial

screening by the recruiter and should review some of the applications that the recruiter rejected

during the first step. Such involvement on the part of the hiring manager allows feedback as to

whether or not the recruiter’s decision is consistent with the hiring manager’s preferences.

Informal methods:

External recruiting methods are often grouped into two classes: informal and formal. Informal

recruiting methods tap a narrower labor market than formal methods. Informal methods include

rehiring former employees or former cooperative education students and hiring from among

those apply without being solicited (such applicants are called “walk-ins” or gate hires”).

Another informal method is having present employees refer others or encourage their friends to

apply (“word-of-moth” recruiting). Formal recruiting methods search the labor market more

widely for candidates with no previous connection to the company.

Informal methods, because they can be implemented quickly, are by far the most commonly used

methods for hiring clerical and blue-collar personnel. Most organizations maintain a file of

recent unsolicited applications that can be searched when a vacancy occurs. Also, employees can

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easily spread the word when a firm is hiring. Informal methods tend to be inexpensive, with rare

exceptions. One drawback of rehiring former employee and word-of mouth advertising is that

these methods may reduce the likelihood of a firm’s meeting its affirmative action goals. If a

firm’s work force is primarily non-minority, then the friends referred by the present employees

are likely to be nun-minority. Thus, companies should supplement informal methods with formal

methods that reach a wider audience.

University cooperative education programs or internships are excellent informal methods of

recruiting that provide companies with the opportunity to asses the ability of the new

professionals and get an inside track on hiring the best ones. Young profession also can be very

impressed by a properly structured internship experience and may strongly desire to return to the

same company full-time after graduation.

Formal Methods:

Formal methods of external recruiting entail searching the labor market for candidates who have

no previous connection to the firm. These methods traditionally have included newspaper

advertising, uses of employment agencies and executive search firms, and campus recruiting.

Newspaper recruitment advertising: The most common formal recruitment method is advertising.

Recruitment advertising has an obvious target-people who are seeking work-and an obvious

goal-attracting these job seekers to apply for a job at a particular company. Recruitment ads,

however, reach a much wider audience. Estimates are that only ten to twenty percent of the

readers of help wanted ads are currently seeking work. About 70 to 75 percent of the readers are

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happily employed but skim the ads regularly to see what is available. These readers are unlikely

to apply immediately but are developing images of the employers whose ads they see. A well-

designed, informative advertisement may help convince these people to consider the company at

some later date when they are interested in a new job. Another audience for the ads is the

company’s own employees. When one company discontinued its recruiting advertising, it found

that its employees were suddenly nervous and that rumors of layoffs were circulating. A final

audience is made up of clients, stockholders, brokers, activists, and regulators all of whom may

have some interest in an organization’s activities.

The main purpose of the recruitment ad is to generate a qualified response -that is, to produce

applications from candidates who are at least minimally qualified for the job. A good ad should

also make screening of applications easy by clearly telling the applicants what sort of

information to provide in their application package. To elicit a qualified response, the ad must

contain enough information about the job, necessary qualifications, and pay rate to allow

uninterested or unqualified people to make the decision not to apply. At the same time, the ad

must attract qualified candidates by conveying a good impression of the company or divisions by

emphasizing the advantages of the particular job. To achieve its objective, an ad must not

misrepresent the job and raise unrealistic expectations in candidates. Rather, it should clearly

describe the legitimate attractions of the job. One form of advertisement is a blind ad, in which

the company documents are not identify it but rather asks candidates to reply to an anonymous

post office box. A company may use blind ads when it does not want its own employees to know

that one of them may be replaced or when the company has a poor reputation as an employer.

Blind ads typically yield a significantly lower response rate than non-blind ads and should not he

use unless there is a very good reason.

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Employment Agencies: An agency finds and prescreens applicants, referring those who seem

qualified to the organization for further assessment and final selection. An agency can screen

effectively only it has a clear understanding of the position it is trying to fill. Thus it is very

important that an employer be as specific and accurate as possible when describing a position

and its requirement to an employment agency. Agencies that provide employment services can

be publicly funded or for-profit agencies. On occasions, unions provide employment services as

well.

Campus Recruiting: Campus recruiting is wider used by large and medium sized firms that

need highly educated entry-level employees. This can be highly productive for an organization,

as many good candidates can be interviewed in a short period of time and at a single location.

Furthermore, it is convenient because the college/university recruitment center provides both

space and administrative support. This type of recruiting is moderate in cost though it is more

expensive than word-of-mouth recruiting, gate hiring, or limited advertising, but it is less

expensive than using employment agencies (when the company pays the fee). Some

organizations are dropping the term “campus recruiting”, which implies a, one-dimensional

activity conducted a few weeks a year, in favor of the concept of a “university relations

program”. The latter brings home the importance of maintaining year-round visibility on selected

campuses, using variety of methods.

– Reference

– Head Hunting

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Employee Training Method:

On-the-job Training:

On the job training is a training that shows the employee how to perform the job and allows him

or her to do it under the trainer’s supervision

On the job training is normally given by a senior employee or a manager like senior

merchandiser or a manager. The employee is shown how to perform the job and allowed to do it

under the trainer’s supervision.

Advantages:

Relatively inexpensive

Trainees learn while producing

No need off-site facilities

Drawbacks:

Low productivity while the employees develop their skills

The errors made by the trainees while they learn.

Apprenticeship Training:

It traditionally involves having the learner study under the tutelage of a master craftsperson.

Informal Learning:

This learning process is not determined or designed by the organization. But the organization

may ensure it by creating a learning environment in the organization.

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Job Instruction Training: Listing each jobs basic task, along with key points, in order to

provide step-by-step training for employees.

Lectures: The most simple and quick way to provide knowledge to large groups of trainees.

Simulated Training: It places the trainee in an artificial environment that closely mirrors actual

working conditions.

Off-the-job Training:

It includes:

The Case Study Method :

Here the manager is presented with a written description of an organizational problem to

solve in a discussion with other trainees.

Management Game : The manager presented with a computerized decisions regarding

but simulated situations.

Outside Seminars : Many organizations now are using this popular method on various

aspects of business and management.

Behavior Modeling : It involves the Modeling-Role playing-Social reinforcement-

Transfer of training.

Employee Compensation:

Employee compensation refers to all forms of pay or rewards going to employees and arising

from their employment. It has two main components:

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1. Direct financial payments: Wages, salaries, incentives, commissions, and bonuses.

There are two ways to pay directly:

Time based pay: Daily, hourly, weekly, biweekly or monthly wages and salaries

Performance based pay: Ties compensation directly to the amount of product

the worker generates.

2. Direct payments: Financial benefits like employer-paid insurance and vacations.

Factors influencing the design of compensation plan:

Legal considerations in compensation

Union influences on compensation decisions

Corporate policies and competitive strategy

Policy issues affecting the plan of an organization

Equal Employment Opportunities:

Lastly the HR department consists of equal employment opportunities for all the existing

and new employees. The HR department ensures that all employees within the company

follow a fair practice of pay, bonuses and holidays as well. Also this portion of the HR

system ensures that all the other unfair practices like discriminations based on age, sex,

race etc are omitted from the company and all employees are paid according to their

capability and eligibility within the job.

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RECOMMEDATIONS:

At the conclusion of the report I would like to say that the Globe Pharmaceutical, Bangladesh

has practiced the standard human resource management. Here I have some recommendations that

identify avenues for improving the human resource management policies of Globe, Bangladesh.

1. The company should be prepared the standard human resource planning. Because the

success and failure of the organization is highly depend on the proper human resource planning.

2. Company should highly focused on their on the job training program. They also should

start a training school program for their sell representatives.

3. The selection tools and procedures are also very effective but they should start online

recruiting more widely. To cope with the ever-changing, competitive corporate world, the

organization should welcome new ideas as well as fresh –starters to trigger innovative ways to

nature overall workforce competence. They should be more focused on campus recruiting not

only for pharmacist but also for the marketing and corporate personal. New graduate are full with

new ideas and innovations. They can use those ideas and innovations to develop their company.

4. They should update their code and conduct policy. They don’t usually follow the labor

law policy in terms of terminating employees.

5. Globe pharmaceutical could participate in the job fairs for their recruitment. A

considerable volume of applications is dropped in the organizations as a result of the exposure

created in the job fairs. The organization can promote its image as a potential recruiter through

its successful participation in the job fairs.

. 6. Before appraising the performance of employees in the organization properly, the

manager should be established the standard. If they can appraise their employees properly the job

turnover rate will decrease.

7. The Globe HR manager should prepare the standard promotion policy for the employees

of the organization. It is very much important that the employees should get the promotion based

on the performance not lobbing or any other un-ethical way.

8. The HRD manager should established the standard pay structure for the employees of

the organization in order to reduce the high turnover of employees.

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Conclusion

Pharmaceutical Industry has grown in Bangladesh in the last two decades at a considerable rate. The

sector consistently creates job opportunities for highly qualified people. Pharmaceutical companies are

either directly or indirectly contributing largely towards raising the standard of healthcare through

enabling local healthcare personnel to gain access to newer products and also to latest drug information.

As one of pharmaceutical manufacturer Globe Pharmaceutical plays a vital role in the industry as well as

in the national economy.

To be successful, relentless contribution and dedication of the organizations human resource management

is very much needed. To compete in international as well as in local market in adverse situation the HR

managers work has become much more difficult in today’s ever changing business environment.

Developing plans in a dynamic situation demands critical analysis of the situation and strict adhering to

the core principal of the organization. As Globe Pharma is decentralized organization and core values are

cherished by everyone within the organization, operating in dynamic situation is easier than it seems.

With the development of healthcare infrastructure and increase of health awareness and the purchasing

capacity of people, this pharmaceutical industry is expected to grow at a higher rate in future. Healthy

growth is likely to encourage the pharmaceutical companies to introduce newer drugs and newer research

products, while at the same time maintaining a healthy competitiveness in respect of the most essential

drugs. So, it is a great responsibility for Globe Pharma as well as other companies in this industry to

concentrate on quality product and quality service to take this industry towards further success.

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