Human Resource Management at Square Pharmaceuticals in Bangladesh

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Recently the Human Resource Management (HRM) concept and true functionality have taken their final shape in Bangladesh. The companies in Bangladesh have realized the main role of HRM as vital component in the development mechanism of any organization to achieve its targets and main objectives, and to get competitive advantage (Islam 2006) . Therefore, all HRM responsibilities , contributes are being recognized as crucial as all other organization departments (Islam 2006). This paper focus is going to be the Supply Chain Department (SCD) of Square Pharmaceuticals Ltd in Bangladesh as an example of HRM role and contribution in overall business strategy and developing human resources. The supply chain department of SPL is responsible for…show more content…
Noe et al, (2007) considers HRM as set of practices and measurements, and strategies that affects workers. Hence, it could be said that HRM main focus is to obtain the optimal output from workers and to achieve that, it concentrates on the measurements and practices which affect workers performance (Nazim-ud-Din, Tabassum et al. 2006) . 1.1Appraisl of current HRM performance & practices • Despite the increase of SPL size over the last few years, it does not have clear human resource planning strategy for SCD. The HRM still cannot predict or project the demand for workers at SCD. Therefore, it cannot determine if there is less or excusive number of workers available at certain time. • There are some flows have been found in the recruitment process. After posting advertisements about the job, HRM receive huge number of curriculum vistas (CVs). It is not easy to go through all CVs to pick the right candidates for the next step. Although, the selection process is done through basic written exams and interviews, it does not give the candidates job -related problems to overcome. So it is not easy to ensure that candidates will be able to solve any real problems might face them at SCD. • There is lack of communication between SCD and HRM in regard of changing job description to fit new workers. Many times SCD have changed job titles and specifications to suits new workers without acknowledging HRM. Hence, HRM does not
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