Introduction

On the course of human resource management, we were assigned to submit a term paper on any
Companys 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 Limiteds 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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Companys 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.
Globes 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 companys 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.

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.
Globes 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 cephalosporins, 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.

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 Somnogens 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 Somnogens 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 its 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.

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 organizations 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.

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 companys 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

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 jobs 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 recruiters decision is consistent with the hiring managers 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 firms meeting its affirmative action goals. If a
firms 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 welldesigned, 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
companys 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 organizations 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 trainers supervision
On the job training is normally given by a senior employee or a manager like senior
merchandiser or a manager. The employee is shown how to perform the job and allowed to do it
under the trainers supervision.
Advantages:

Relatively inexpensive

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 reinforcementTransfer 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 dont 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 todays ever changing business environment.
Developing plans in a dynamic situation demands critical analysis of the situation and strict adhering to
the core principal of the organization. As 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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