Overview and analysis of Beximco

Pharma, Bangladesh
Beximco Pharma (BPL) is the leading pharmaceutical company based in Bangladesh.
Beximco was incorporated in 1976 and commenced operations in 1980 of manufacturing
and marketing of Bayer AG, Germany and Upjohn Inc. In 1983, the company started
manufacturing its own formulations and it launched export operation in 1992. In 2005
BPL formed a subsidiary known as Beximco Infusions Ltd, the company produced
intravenous products, and later on Bexicom Infusion Ltd was merged with the parent
company i.e. BPL. In the same year it completed the state-of-the-art oral solid dosage
plant in compliance with the US FDA and UK MHRA standards, which has been
approved by major global regulatory bodies.
Today Beximco Pharma is the largest exporter of pharmaceuticals in the Bangladesh and
the only company to win National Export Trophy (Gold), the highest national accolade
for export, for record three times. The company is the largest producer of Metered Dose
Inhalers (MDIs) in the country, and the first to produce CFC free inhalers. BPL is also
the first company to produce anti-retroviral drugs (ARVs) locally. As a public limited
company, its shares are actively traded in Dhaka Stock Exchange and Chittagong Stock
Exchange, and Beximco Pharma has the unique distinction of being the only company in
the country listed on AIM of London Stock Exchange.
Beximco Pharmaceuticals Ltd (BPL) is a leading manufacturer of pharmaceutical
formulations and Active Pharmaceutical Ingredients (APIs) in Bangladesh. The company
is the largest exporter of pharmaceuticals in the country and its state-of-the-art
manufacturing facilities are certified by global regulatory bodies of Australia, Gulf
nations, Brazil, among others. The company is consistently building upon its portfolio
and currently producing more than 400 products in different dosage forms covering
broader therapeutic categories which include antibiotics, antihypertensive, antidiabetics,
antireretrovirals, anti asthma inhalers etc, among many others. Ensuring access to quality
medicines is the powerful aspiration that motivates more than 3000 employees of the
organization, and each of them is guided by the same moral and social responsibilities the
company values most. (www.beximco-pharma.com)

1.1 Importance of Strategic Human Resource

Management:
To accomplish companys goals and objectives, it is important to understand the effects
of Strategic human resource management within the organisation and their performance.
Strategic human resource management ensure that employees are able to meet the
organization's goals. Strategic Human resource management establish policies, standards
and procedures, to integrate these with the organisations objectives, to provide advice

and consistency, and to coordinate and provide training and development. It also analysis
competitive advantage of a an organisation for competition.
Strategic management is concerned with the overall direction of an organisation and as
such it is vital management activity. The present trends in business mean that many more
managers than previously have the opportunity and responsibility to contribute to the
strategic management. (Paul N Finlay, 2000)
Strategic human resource management is a complex process which is constantly evolving
and being studied and discussed by academics and commentators. Strategic Human
Resource Management (SHRM) is an area that continues to evoke a lot of debate as to
what it actually embraces. (Wright and McMahan 1992).

As a new manager of the company , I mean company need to a strong human resource
management. Because In Bangladesh Pharmaceuticals industry is too competitive market.
In Bangladesh has more than 250 Pharmaceuticals Company. Now BEXIMCO Pharma
has maturity position in business level, its a risky position. BEXIMCO Pharma carefully
implemented human resource policy, effectiveness and efficient workforce.
Its strategic strengths include strong recognition of brands, highly skilled work force and
diversified business mix. Being a Learning Organization the core essence of Beximco
Pharma is its entrepreneurial spirit in every sphere of its management. In this spirit, the
tasks of each managerial function are carried out through HRM.
To hold this strategic strength Beximco Pharma need to a strong and effective human
resource management.

1.2 Purpose of Strategic Human Resource Management

Activities:
As a human resource manager , I mean following Human Resource Management
activities should be effective for Human resource departmentRecruitment and selection, training and development, Human resource planning,
provision of contract, provision of fair treatment, provision of equal opportunities,
assessing performance of employees, employee counselling, employee welfare, payment

and reward of employees, health and safety, disciplining, individuals, dealing with
grievances, dismissal, redundancy, negotiation, encouraging involvement.
Human Resource Management department make policy of an organisation. They
establish, develop , maintain this policies. Human Resource Management department
develop plans and make recruiting policies. It also handles employee relation, contracts,
separations, benefits, performance review and take positive actions. Human Resource
Management basically utilize human resource. It also think employees abilities,
employees job satisfactions.
Human Resource Management activities of BEXIMCO Pharma, described below:

Human resource planning in BPL

Planning is the core area of all the functions of management. It is the foundation upon
which the other three areas should be built. Planning requires management to evaluate
where human resource of the company is currently, and where it would like to be in the
future. From there an appropriate course of action to attain the company's goals and
objectives is determined and implemented.
Every organization has employment planning. BPL has also its employment planning.
They usually forecast their personnel needs based on their mission, strategic goals &
objectives & technological and other changes resulting in increased productivity.
Although there are several methods to predict personnel needs, but they use managerial
judgment because it gives the more real world scenario for personnel needs. They think
that the other methods can not give the accurate situation of the personnel needs. These
are basically graphical methods, which can not measure the actual personnel needs. But
managerial judgment method depends upon the change in productivity, market conditions
etc.

Recruitment and selection process in BPL

We are looking for top-caliber people who want the flexibility and resources to grow in
their career. If you're the kind of person who has always stood out, we offer a place where
you can continue to excel. No matter what your field or range of interests, there are
vacancies where your talents can likely be applied and developed. We have thousands of
diverse people from different cultures and backgrounds working in a variety of different
jobs in different fields

Merit is the sole criteria for selection

Attitude is given as much weight age as functional competencies.
Panel interviews comprising of Functional Head & HR Head.
Sources for recruitment are through campus, consultants, employee referrals,
Internal job postings and the internet.
Positions in Officer Cadre, GET and MT involve written tests.
Antecedent verification is an integral part of our recruitment process.
Medical fitness is pre-requisite for all positions
We are an equal opportunity employer and do not discriminate on the basis of race,
community, religion or sex.

Training and development program of BPL

Training
A learning experience in that it seeks a relatively permanent change in an individual that
will improve his or her ability to perform on the job. To make training a success, a trainer
should take care of the following points:
Make learning meaningful.
Make skills transfer easy and
Motivate the learner

Development
Any attempt to improve current or future management performance by imparting

knowledge, changing attitudes, or increasing skills.

Any effort toward developing employees must begin by looking at the organizations
objectives. The objectives tell us where were going and provide a framework from which
our managerial needs can be determined.
Performance appraisal
At BPL appraisals are done by the Self-appraisal system. Goals are set by participative
management approach and performance is evaluated quantitatively against those
previously set objectives. Managers appraise the performance of their subordinates
through a 5 points Graphic Rating Scale. The total appraisal process is completely
transparent to everyone within the organization.
For unsatisfactory
For marginal
For target
For superior
For outstanding

Employee Compensation:
Employee compensation refers to all forms of pay or rewards going to employees and
arising from their employment. It has two min components:
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.

Benefits and Rewards Package

Indirect financial and non financial payments employees receive for continuing their
employment with the company.
There are several types of benefits:
Supplemental Pay benefits.
Insurance Benefits
Vacations and Holidays
Sick Leave
Parental Leave and Family Leave
Medical Leave
Retirement Benefits

Motivating Employees in Beximco Pharma:

The advantage of having a Management by Objective (MBO) system is that everyone
becomesSelf-motivated. Everyone is motivated to achieve, to perform. The only
challenges is to keep the employees moral high in times of failure. In BPL, one of the
tasks of the management iscouns eling. Managers are there to help the employees to
achieve the goals, which in turn keep the employees motivated.

Health & Safety

Pre- employment medical check-up: The selected person before joining has to go through
full medical check-up that guarantees his /her physical fitness to perform the job
successfully. A medical practitioner who uses a physical capability analysis that assesses
the candidate against the physical capabilities documented for each role conducts the
medical check-up. A medical is also appropriate for internal candidates if

They are applying for positions that require different physical capabilities.

Health Insurance Policy:

Management staffs enjoy health insurance for self, spouse
and two children up to 21 years for hospitalization only. Delta Life Insurance provides
the insurance and the company pays the premium.

1.3 Implementation Of Strategic HRM:

As a new manager of Baximco Pharma, I mean following contribution should be achieve
of an organisational objectives. At first we consider the level of strategy.
There are three level of strategy are corporate, business and functional. Business
strategies will grow out of corporate strategies and functional strategies will grow out of
business strategies. Each level can provide useful information for the others. Human
resource strategies will have a direct impact on all the other functional strategies and
conversely cannot be formulated without knowledge of what the other functional goal
are.
Strategic HRM describe job analysis in an organisation. It also describe how job analysis
results in job descriptions, person specifications and competency profile.
Strategic HRM develop the corporate plan, estimate demand for human resources,
estimate supply of human resource, formulate human resource action plan. It also
comment on the need for evaluation and feedback into the corporate objectives.
Comment on the decision made throughout the human resource planning process. It
describe the sources of information for each of these areas, like knowledge of product
and market development, managerial judgement, CPIS, statistical information about
labour force.
Conclusion : To be successful, relentless contribution and dedication of the organizations
human resource management is very much needed. To compete in international as well as
in local market in adverse situation the HR managers work has become much more
difficult in todays ever changing business environment. Developing plans in a dynamic
situation demands critical analysis of the situation and strict adhering to the core principal
of the organization. As Beximco Pharma is decentralized organization and core values are
cherished by everyone within the organization, operating in dynamic situation is easier
than it seems.

Task-2
2.0 Introduction :

Human resource management established that a key characteristic of the HRM approach
is the involvement of the personnel function at the strategic level. We will be look in this
task, at the different levels at which strategy can be formulated and the generic types of
strategy that are encountered, and comment on the link between strategy and
consideration of human resource issues.
The objective of this task is to do, analysis the business factors that underpin human
resource planning in an organisation, assess the human resource requirements and
develop human resource plan of a specific Organisation. Grameen Phone Limited,
Bangladesh has been chosen for this assignment.
Grameenphone is the leading telecommunications service provider in Bangladesh with
more than 29 million subscribers as of December 2010. Grameen phone starting
operations on March 26, 1997, the Independence Day of Bangladesh, Grameenphone has
come a long way. Grameenphone pioneered the then breakthrough initiative of mobile to
mobile telephony and became the first and only operator to cover 98% of the countrys
people with network
Since its inception Grameenphone has built the largest cellular network in the country
with over 12,700 base stations in more than 7000 locations. Presently, nearly 99 percent
of the country's population is within the coverage area of the Grameenphone network.
Grameenphone has always been a pioneer in introducing new products and services in the
local market. GP was the first company to introduce GSM technology in Bangladesh
when it launched its services in March 1997.(www.grameenphone.com)

2.1 Analysis the business factors that underpin human

resource planning in an organisation.
The aim of designing and a strategic plan is to create a competitive advantage, and all
efforts in the formulation and implementation processes will be directed towards this.
Organisations are concerned, strategy can be formulated and implemented at different
levels, and there are recognised generic forms of strategy that organisations or sub
divisions of organisations might adopt.
The levels at which strategy is formulated and implemented are most frequently
identified as corporate, business and functional.

Business strategy and Corporate business strategy:

Corporate strategy is concerned with the overall direction that an organisation will follow.
These organisations would than develop separate business level strategies for their
divisions, each of which might be engaged in producing very different products or
services. Corporate and business strategy would be one line of products or services, and it
follows that will sometimes find writers using the same terminology when they are
discussing these two levels of strategy. (Anthony, et al. 1996, p.84).
Human requirements for the successful pursuit of a strategy of innovation as sequrity, a
sense of agency, autonomy, access to adequate resources and team working. Especially
when the team is composed of individuals with diverse perspectives. Agency is define as
employees being able to affect what goes on in their workplace, and autonomy is, of
course, being able to make decisions about how ones own work gets done.
Grameenphone believes in the continued improvement of corporate and business
strategies. This in turn has led the Company to commit considerable resources and
implement internationally accepted Corporate Standards in its day-to-day operations.
To compete in international as well as in local market in adverse situation Grameen
Phone HR managers work has become much more difficult in todays ever changing
business environment. Grameenphone 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 Products, services and corporate social responsibilities and the
purchasing capacity of people, this telecommunication industry is expected to grow at a
higher rate in future. The Bangladesh government should also be considerable and
cooperative to help the businesses flourish.

2.2 Assess the human resource requirements in given

situation.
Scenarios : A sales and distribution of Grameenphone wishes to expand its customer basis
into Bandarban hilly areas. It intends to open a new branch.
In order to assess the requirements for strategic human resource in the business factors of
Grameenphone scenarios I would have to envisage What tasks need to be done
The skill required to complete these tasks
How the tasks could be grouped together to form jobs taking the skills requirements
into consideration

 How many people would be required to complete the volume of work.

Firstly, then, there is a matter of the identification of discrete work tasks, followed by the
company of those work tasks into jobs and a qualitative analysis of the skill base required
to perform those jobs and achieve the organizations goals. The records that document
tasks and skills in an organisation are the job description and person specifications, and
the information contained in these documents is collected and organised through the
process of job analysis and job design.

Secondly, there is the task of quantifying the numbers of people required. In this scenario
I will have identified the need for the staff to run the new branch and distribution process
in the new depot in Bandarbon. This will include a manager, customer service and sales
staff, administrative staff, technical staff, and drivers. We would need additional
information about the expected volume of business to be able to calculate how many
people will be require in each category of employee.

2.3 Develop a human resource plan for an organisation

As a senior manager of Grameen phone, I have some recommendations that identify
avenues for develop a human resource management plan of Grameenphone.
1. The company should be prepared the standard human resource planning. Because
the success and failure of the organization is highly depend on the proper human resource
planning.
2. The manager training program of the company is a good way to groom a to -be
manager for the probable vacancy in the future. The organization should regularly
follow this procedure to build a productive and valuable workforce. The selection tools
and procedures used in this program have also provided to be very effective. To cope
with the ever-changing, competitive corporate world, the organization should welcome
new ideas as well as fresh starters to trigger innovative ways to nature overall workforce

competence. The assessment center approach is designed to identify the essential

expertise of the candidates that enable to locate and select the right person for a
managerial. This method is formally followed only in the manager trainee selection
system. But this should also be followed in selecting the entry-level managers too.
3. The HR Department should look into the matter of consuming more time in the
process of calling the applicants after their responses very seriously. The organization
could control the size of applicants pool by using more clear and specific statements in
the ad in terms of the minimum educational degree, preferred institutions and other
necessary criteria based on which the initial screening of the applications were
conducted.
4. The company can recruited for campus recruiting that could bring a yield
of highly educated fresh-starters for the entry-level the organization could arrange
seminars in the top business schools country. Also the company should facilitate online
CV-posting system that is a very popular and effective practice used by the top business
organizations.
5. The company should follow both on-the-job and off-the job method training
when they are training their employees.
6. The HRD manager of the company should be analyzed the organizational jobs
properly. Because job analysis serves the cornerstone of all human resource functions in
an organization. Side by side the HRD manager should evaluate the different positions of
employees in the organization in order to establish the well conceived for pay-structure.
7. Before appraising the performance of employees in the organization properly,
the HRD manager should be established the standard. Here it is noticeable that the HRD
manager should appraise the performance of all employees in the organization without
showing any discrimination.
8. The HRD manager should prepare the standard promotion policy for the

employees of the organization. Here it is very much important that the employees should
get the promotion based on the performance not the nepotism, political influence and
whatsoever.
9. The HRD manager should established the standard pay structure for the
employees of the organization in order to reduce the high turnover of employees.

2.4 Critically evaluate how a human resource plan can

contribute to meeting an organisations objective.
The human resources department of an organisation is usually evaluate the effectiveness
of the HR plans. As a senior manager of HRD I consider following plans Workforce planning : It make effective planning decisions to improve business efficiency.
Human resource managers setting up scenario of an organisation. They set up plans to
deal with forecast deficits through internal promotion, training or external recruitment. If
necessary, plan for unavoidable downsizing so as to avoid any compulsory redundancies,
if that is possible. It develop retention and flexibility strategies.
Human resource outsourcing: Experts in training and development outsourcing, Also can
develop retention and flexibility strategies.
Focused training: Grameenphone fulfil focused training for developing skill of managers
& staffs.
Care plan documentation : Grameen phone maintain Policies, Procedures & Care
Plans for Care Services. Grameen Phone required organizational plans that would result
in increased or decreased for employees, regional organization, creating new
departments, decentralizing head office function to the regions.

3.1 Explain the purpose of human resource

management policies in organisations.

The purpose of human resource department policies is to develop, establish, maintain and
communicate office policies throughout the entire company. HR department is to help,
advice and consult with the employee, while simultaneously keeping the overall best
interests of the company in mind.
Grameen Phones purpose of Human resource Policies are as follows:
Requirement and selection : Grameen phone looking for top-caliber people who want the
flexibility and resources to grow in their career.
Health and safety: The selected person of Grameenphone, before joining has to go
through full medical check-up that guarantees his /her physical fitness to perform the job
successfully. A medical practitioner who uses a physical capability analysis that assesses
the candidate against the physical capabilities documented for each role conducts the
medical check-up.
Equality and Diversity : Grameen phone HRD ensuring individuals or groups of
individuals are treated fairly and equally and no less favourably, specific to their needs,
including areas of race, gender, disability, religion or belief, sexual orientation and age.
Diversity aims to recognise, respect and value peoples differences to contribute and
realise their full potential by promoting an inclusive culture for all staff and students.
Pay : Grameenphone HRD provide payroll policy.
Rewards and benefits : Grameen phone HRD offer indirect financial and non financial
payments for continuing their employment with the company.
Working time and time off : Grameen phone HRD maintain duty time for employees.
Training and development : Grameen phone HRD develop training and development
program for learning experience in that it seeks a relatively permanent change in an
individual that will improve his or her ability to perform on the job. Any effort toward
developing employees must begin by looking at the organizations objectives. The
objectives tell us where were going and provide a framework from which our managerial
needs can be determined.

Maternity/Paternity : Grameen phone HRD offer maternity leave for employee but no
paternity leave.

Discipline : Grameen phone HRD has a disciplinary policy for employee. They follow
chain of command.
Performance improvement : Grameen Phone human resource departments main purpose
is to utilize an employee's abilities effectively by coaching them to maximize those
abilities, simultaneously improving their working environment so that they are assured
job satisfaction.
Change Management : Grameen phone HRD believe managing change to increase work
force.
Confidentiality of information: Grameen phone HRD maintain the smoking, drugs and
alcohol policy. Grameen phone is non smoking area and not allowed drugs and alcohol.

3.2 Analysis the impact of regulatory requirements on

human resource policies in an organisation.
In Bangladesh there is a primitive Labour Law for blue collar employees. There are
specific law for Government Employees. But There is no specific Law for While Collar
Employees of the Private Sector in BANGLADESH. There are some private
organizations who are heard to have Employee Service Rule or Employee Hand Book,
but actually, these are rarely found in hand. Kazir Goru Ketabe Thake.
The Telecommunication Sector has a BIG proportion of workforce who are educated, in
most cases, having a Masters, suffer from different problems during their employment
life, for example:
1. Notice of Forced Resignation
2. No platform for submitting a complain in that case
3. Business owners' whimsical way of paying Bonus and Incentive (If at all)
4. No Leave or Different type and Numbers of Leave for Different Organizations
5. No Provident Fund or Gratuity or Insurance in most cases
6. No Regularity and standard policy in promotion and salary increment
7. etc etc and many more
For standardizing the industry, we strongly believe these HR issues are burning issues of
the day. The Government should immediately take some action.

Conclusion: The strategy adopted by an organisation, it is recognised that an unrelenting

and increasing rate of change is an unavoidable phenomenon of todays workplace. The
implication is that tomorrows workplace will not be the same as todays. employment
patterns are changing. The human resource planning responds to this situation by taking a
long-term view and works towards preparing an organisation to cope with its future
requirements and achieve its strategic objectives.

Task -3
Reviewing Human Resource Management
I am working in Tesco Plc as a human resource consultant. My responsibility is focuses
on the process of effectively utilizing personnel to obtain the goals of the Tesco Plc. I
advice wide range of issues that can help the business to become a more productivity. My
developing report making suggestions on how to reorganise the department to best
advantage. My developing report presented below.

4.1 & 4.2 Analyse the impact of an organisational

structure and culture on the management of human
resource.
Organizational Structure:
Organizational structure is grouping people into section and department and allocation
of responsibility and authority.
We can easily define, organizational structure is the structural relationship among number
of organizational staff.
Generally organization stricture implies frame work intended to

Types of organizational stricture

Generally we find five types of organizational structure:
Functional structure
Geographic structure
Product structure
Matrix structure

Divisional structure
Functional structure: Functional structure is the most common and most obvious structure
for organisation work. This structure can improve operational efficiency. It is difficult to
develop generalists needed for top-level management.

Geographic structure: Each component in this structures a physical geographical area and
is mainly found in large multinational organizations that are geographically dispersed.
Product structure: This includes grouping activities on the basis of products or product
lines. Some functional department remains, for example production, marketing, finance
and personal but a vision manager given responsibility for the product line with authority
over personal of different functions.
Division stricture: This is involves devising the organization into separate divisions or
parts each with its own revenues and expenditures and therefore with its own profit and
loss responsibility.
Divisional stricture also two types.
Geographic divisional: Its most appropriate for organization with limited product lines
that either have wide geographic coverage or desire to grow through geographic
expansion.
Customer division: Most appropriate for organizations that have separate customer
groups with very specific and distinct needs
Matrix stricture: These are team-based project, which draws people from different parts
of the organization to work on organizational projects.

About Tesco Plc :

Tesco plc is the largest food retailer in UK, operating around 2,318 stores worldwide.
Tesco operates around 1,878 stores throughout the UK, and also operates stores in the rest
of Europe and Asia.
Tesco implementing strategic HR as a change agent, not to replace an out dated personnel
department. Although there is still evidence within the UK that once these interventions

are implemented, they just replace the role of the personnel department. To be effective
HR belongs on the board of an organisation.
This organisation has chosen, through their introduction of strategic HR policies, which
has led to an increase in business. This has demonstrated they are a first class provider of
training to their employees, and has given scope for the organisation to expand into new
markets.

Organisational structure of Tesco

Impact of an organisational structure on the
management of HR:
An organisational structure is a framework outlining how a company divides its
responsibility among managers and employee. Organisational structure help companies
retain employee because the framework takes the subjectivity out of the chain of
command, among other benefits.
Organisational structure setup minimum level of expected employee behaviour . I
ensuring the most experienced workers stay employed by the company. Sometime
organisational structure include the companys mission or vision statement.
Organisation structures offer job growth and employee development. As a result
employee can work longer period of time and they desire to learn more about the
company and improve their skills.

Organisational culture
Organizational culture guides the behaviour of and meaning to organizational members.
Organizational culture is the shared, emotionally charged beliefs, values and norms that
bind people together and help them make sense of the systems within an organization.
Organizations develop cultures as their people interact and ways of managing and coping
with uncertainties.
Generally culture influence how people act in organizations that means the ways in which
people perform, view their jobs, work with colleagues and look at the future are largely
determined by cultural norms, values and beliefs.
Cultures evolve and change in even the most stable periods. In time of trouble, they may
change rapidly because whatever else the culture may value, it prizes survival most of all.
Culture also changes when an organization discovers, invents or develops solutions to
problems it faces.

Generally an organizations culture has two components which are as follows:

Impact of an organisational culture on the management

of HR:
Organisational culture is the value system. In here each member of the organisation belive to be important, why they believe organisation exists. Culture, in an organisational
sense, embodies deposit belief about work, and guider our decisions and actions. In
human resource role is depended on achieving a shift in values and attitudes. Liberty
culture of an organisation led liberty staff to value their skills in navigating and faciliting
information access, rather than focussing on collecting, arranging and storing in house
documents. Similarly, human resource department focus from daily processing of
personal transactions to the objective of Maximizing the potential of the organisations
human resource. Organisational culture realize of the important to strategic position is
critical for all sizes.

4.3 Examine how the effectiveness of human resource

management is monitored in an organisation.
"Organizational effectiveness depends on having the right people in the right jobs at the
right time to meet rapidly changing organizational requirements. Right people can be
obtained by performing the role of Human Resource function.
"A strategic approach to managing employment relations which emphasizes that
leveraging people's capabilities is critical to achieving sustainable competitive advantage,
this being achieved through a distinctive set of integrated employment policies,
programmes and practices."( Bratton, J. & Gold, J. 2003)
Human resource management practices to contribute effectively towards profitability,
quality, and other goals in line with the mission and vision of the company.
The effective tools in the human resources are staffing, training, compensation and
performance management .Human resources practices shape the organization's role in
satisfying the needs of its stakeholders.

Stakeholders of an organization comprise mainly of stockholders who will want to reap

on their investments, customers whose wants and desires for high quality products or
services are met, employees who want their jobs in the organization to be interesting with
reasonable compensation and reward system and lastly, the community who would want
the company to contribute and participate in activities and projects relating to the
environmental issues.
Human resource performance appraisal is one of the important components in the rational
and systemic process of human resource management There are two primary purposes of
performance appraisal: evaluative and developmental.
Human resource Strategy support specific strategic objectives undertaken by the
marketing, financial, operational and technology departments.
Human resource identifies fundamental underlying issues which must be addressed by
any organisation or business if its people are to be motivated, committed and operate
effectively.
Consideration of existing company situation, human resource department make a
developing plans and strategies to identify and draw attention to common themes and
implications, which have not been made explicit previously. Identifying which of these
plans and strategies are so fundamental that there must be clear plans to address them
before the organisation can achieve on any of its goals. These are likely to include:
o workforce planning issues
o succession planning
o workforce skills plans
o employment equity plans
o black economic empowerment initiatives
o motivation and fair treatment issues
o pay levels designed to recruit, retain and motivate people
Giving a strong practical slant to the proposed strategy may help gain acceptance for the
idea, such as focusing on good management practice. It is also important to build "early
or quick wins" into any new strategy.
Human Resources Management trains and motivates the employees by communicating
ethical policies and socially responsible behavior to them. In doing so, it plays a
significant role in clarifying the organizations problems and providing solutions, while
making employees working more efficiently.

4.4 Make justified recommendations to improve the

effectiveness of human resource management in an
organisation.
Following recommends to improve the effectiveness of human resource management in
an organisation.
Management permanent staff is better than consultants.
Time management is an ongoing favourite in the corporate trainer's. To be control
wasting time at work.
Need to right leadership practices and processes in place, maintaining a strict focus on
critical talent at all levels, and having a continuous desire to improve.
Too little assertiveness may be the most common weakness in aspiring business
leaders, resulting in them appearing less effective than those with an optimal mid-range
level. It will be improve.
Human resource will be explain how organizations and managers can use praise and
recognition to motivate their workforces.
To be follow, improvement in the performance management systems of successful
companies.
Need to employee performance review. Employee performance management and
appraisal tend to work well enough but fail to meet expectations in practice.

Conclusion :
excellent organizational structure with good HRM that has everyone looking at the same
goal is better than excellent but conflicted personnel. Those are only a few of the
implications that result from a close study of corporate culture and structure. Effective
Human resource management of an organisation Introduce the concept of high
commitment/performance work systems. They provide an overview of human resource
systems of an organisation.
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