Term Paper

On
A Study on Recruitment and Selection Process
Of
The ACME Laboratories LTD
 Term Paper
On
A Study on Recruitment and Selection Process
Of
The ACME Laboratories LTD

Submitted to:
Samia Sultana Tani
Associate Professor
Department of Finance
Faculty of Business Studies
University of Dhaka

Course Title: Human Resource Management

Course Code: F-633
Submitted by:
SL. NO NAME ID
01 Al Amin Ahmed 24023
02 Md Biplob Hossain 26047
03 Motiur Rahman Utsha 27026
04 Md Al Mamunur Rashed 27070
05 Md Mojammel Hossain 27085
06 Md Safedur Rahman 28061
07 Md Forhad sarker 25017

Section: A; Semester: Fall-2016

Department of Finance, Faculty of Business Studies, University of Dhaka
Master of Business Administration (Evening Program)
2
 Date of Submission: Sunday, 11 December 2016

LETTER OF TRANSMITTAL

11 December 2016

To
Samia Sultana Tani
Associate Professor
Department of Finance
Faculty of Business Studies
University of Dhaka

Subject: Submission Term Paper on Recruitment and Selection Process of the ACME
Laboratories Ltd.

Dear Sir/Madam,
It is great pleasure for us to submit our practicum report on the topic of Recruitment
and Selection Process of the ACME Laboratories LTD. We have prepared this report, as
partial fulfillment of the course F 633 Human Resource Management Practicum.

We tried our level best to prepare this report to the required standard. It was certainly
a great opportunity for us to work on this paper to actualize our theoretical
knowledge in the practical area.

We express our heart full gratitude to you to go through this report and make your
valuable comments. It would be very kind of you, if you please evaluate our
performance regarding this report.

Sincerely Yours,
SL. NO NAME ID
01 Al Amin Ahmed 24023
02 Md Biplob Hossain 26047
03 Motiur Rahman Utsha 27026
04 Md Al Mamunur Rashed 27070
05 Md Mojammel Hossain 27085
06 Md Safedur Rahman 28061
07 Md Forhad sarker 25017

3
 OUR DECLARATION

This is to inform you that the practicum report on Recruitment and Selection Process of
the ACME Laboratories LTD has only been prepared as a partial fulfillment of the course
titled: Human Resource Management under the Master of Business Administration
(Evening Program)

It has not been prepared for any other purpose like reward or presentation.

Al-Amin Ahmed ______________

Md Biplob Hossain ______________

Motiur Rahman Utsha ______________

Md Al Mamunur Rashed ______________

Md Mojammel Hossain ______________

Md Safedur Rahman ____________

Md Forhad Sarker ______________

4
 EXECUTIVE SUMMARY

This report on The ACME Laboratories Ltd focuses on application of theories and
concepts discussed in business administration and how some of those concepts were
applied in the Human Resource Division at The ACME Laboratories Ltd, a
Pharmaceutical company in Bangladesh. This report provides key insights on how a
Human Resource Division more emphasize on Recruitment & Selection Process and
additionally how HR people can gain valuable knowledge from the MBA program. The
objective of the report is to identify how theories and concepts discussed in the MBA
program can be applied in the context of Recruitment & Selection Process at a
Pharmaceuticals organization in Bangladesh. Number of secondary sources like text
books, academic journals, and web resources were adopted in preparation of the
report. Primary data came from the Human Resource Division. Therefore, some bias on
the views expressed in the report cannot be ruled out. Yet, effort was given to minimize
the bias and produce an unbiased account of the project. The ACME Laboratories Ltd is
one of the Top listed Pharmaceutical in Bangladesh. The Pharmaceuticals industry faces
severe competition within the oligopoly and as a result organizations are highly
performance driven. The often ruthless and competitive HR practice at Pharmaceuticals
organizations requires the HR expert to be able to understand performance matrices
and organizational issues. Hence, the management development programs are often
introduced within organizations and trainings are facilitated. The author gained valuable
insights on how and why organizations must be more adding values in terms
Recruitment, Performance Appraisal, Healthy & Safety Issues and how Human Resource
Division become a Business Partner. It recommends that management training can also
take the time constrains in industry into consideration and train students to conduct
academic projects like marketing plan within a specific number of hours and thus
introduce performance matrices at the early stage of training. Additionally, it
recommends that how The ACME Laboratories Ltd can run as a more HR Driven firm.
Finally, the report concludes that although the scholarly domain focuses on theory
development, the Masters in Business Administration program allows professionals to
apply business knowledge into practice, as was in the case of the authors work at The
ACME Laboratories Ltd.

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 Table of Contents

Chapter Contents Page

Executive Summary 5
Chapter-1 Introduction 78
Chapter-2 Theoretical Background 9
Chapter-3 Organizational overview 10 22
Chapter-4 Research Design 23 29
Chapter-5 Analysis and Findings 30 32
Chapter-6 Conclusion 33
Reference 34

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 CHAPTER-1: Introduction

Recruitment and selection are usually considered as one process. However, we will make the
distinction here between the initial actions and considerations when planning staff recruitment
and the process of selecting an individual from a pool of applicants. Recruitment needs to be
carefully planned in order to attract the right type of applicant. Ultimately, this increases the
chances of making a suitable selection and appointment. Your involvement may be limited to a
discussion of the need for a particular job within your team or work area, or you may be required
to interview job applicants. Whatever your involvement, this session makes it clear that it is
important for you to understand the whole process to make an effective contribution to the
staffing of your organization.

Origin of the Report

This report is prepared to make a study on Recruitment & Selection Process at The ACME
Laboratories Ltd. It is part of the fulfillment of Human resource Management required for the
completion of MBA program at Dhaka University. The preparation of the report was supervised by
Ms. Samia Sultana Tani Associate Professor Department of Finance Faculty of Business Studies
University of Dhaka and the author is thankful to his for assigning this report.

Aim and Objectives of the Report

The main aim of the report is to identify how theories and concepts discussed in the MBA program
can be applied in the context of Recruitment & Selection Process at a Pharmaceuticals
organization in Bangladesh.
Thus the objectives of the report are:

1. Describe the organization and the scope of work in Recruitment & Selection Process.

2. Identify key academic theories covered in the MBA program that can be applied in How
Improved Recruitment Selection Process.

3. Make recommendations for the practitioners and academia that can further enhance the
management best practices of Human Resource Division in the Pharmaceuticals industry in
Bangladesh

Methodology
The report is prepared using both primary and secondary data. At first, secondary sources were
evaluated to gain valuable knowledge about the Pharmaceuticals industry and the organization.
Additionally, academic sources like text books and journal articles were used to gain knowledge
on key concepts relating to Recruitment Selection Process and best HR Management Practice.
Primary data includes the observation of the author while working Human Resource Division at
the ACME Laboratories Limited.

Limitations
The limitations of the report arise from the inherent limitations of the methodology and methods
adopted. Firstly, the secondary information is often outdated and many web resources cannot
be verified and thus lack authenticity. Additionally, first hand observation of the author introduces
bias in the report that can minimize credibility of the findings. Attempts are made to minimize
these biases and prepare a credible report.

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Structure of the Report
The report discusses the organization under study, The ACME Laboratories Ltd, and focuses on the
tasks related to Recruitment & Selection Process. It then provides insights on some academic
concepts that were applied to enhance the performance of the engineering tasks to let the
organization gain greater customer satisfaction.

8
 CHAPTER-2: Theoretical Background

Human Resource Management theories focus on methods of recruitment and selection and
highlight the advantages of interviews, general assessment and psychometric testing as
employee selection processes. The recruitment process could be internal or external or could also
be online and involves the stages of recruitment policies, advertising, job description, job
application process, interviews, assessment, decision making, legislation selection and training.

Examples of recruitment policies within healthcare sector and business or industrial sectors could
provide insights on how recruitment policies are set and managerial objectives are defined.

Successful recruitment methods include a thorough analysis of the job and the labour market
conditions and interviews as well as psychometric tests to determine the potentialities of
applicants. Small and medium sized enterprises (SMEs) also focus on interviews and assessment
with emphasis on job analysis, emotional intelligence in new or inexperienced applicants and
corporate social responsibility (CSR). Other techniques of selection that have been described
include various types of interviews, in tray exercise, role play, group activity, etc.

Recruitment is almost central to any management process and failure in recruitment can create
difficulties for any company including an adverse effect on its profitability and inappropriate
levels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in
management decision making and the recruitment process could itself be improved by following
management theories. The recruitment process could be improved in sophistication with Rodgers
seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal interviews,
etc.

Recruitment is however not just a simple selection process and requires management decision
making and extensive planning to employ the most suitable manpower. Competition among
business organisations for recruiting the best potential has increased focus on innovation, and
management decision making and the selectors aim to recruit only the best candidates who
would suit the corporate culture, ethics and climate specific to the organisation. This would mean
that the management would specifically look for potential candidates capable of team work as
being a team player would be crucial in any junior management position. Human Management
resource approaches within any business organisation are focused on meeting corporate
objectives and realization of strategic plans through training of personnel to ultimately improve
company performance and profits. The process of recruitment does not however end with
application and selection of the right people but involves maintaining and retaining the
employees chosen. Despite a well drawn plan on recruitment and selection and involvement of
qualified management team, recruitment processes followed by companies can face significant
obstacles in implementation. Theories of HRM may provide insights on the best approaches to
recruitment although companies will have to use their in house management skills to apply
generic theories within specific organizational contexts.

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 CHAPTER-3: Organizational overview

Introduction:

The pharmaceutical industry in Bangladesh is one of the most developed hi-tech sectors within
the country's economy. In 2015, there were 216 licensed allopathic drug-manufacturing units in
the country, out of which only 173 were in active production; others were either closed down on
their own or suspended by the licensing authority for drugs due to non compliance to good
manufacturing practices or drug laws. The industry manufactured about 5,600 brands of
medicines in different dosage forms. There were, however, 1,495 wholesale drug license holders
and about 37,700 retail drug license holders in Bangladesh. Due to recent development of this
sector, the industry is exporting medicines to global markets, including the European market. This
sector is also providing 97% of the total medicine requirement of the local market.

Top 10 pharmaceutical companies

1. Square Pharmaceuticals Ltd.
2. Incepta Pharmaceuticals Ltd.
3. Beximco Pharma ltd.
4. Bio-pharma Ltd.
5. Opsonin Pharma Ltd.
6. Eskayef
7. Renata Pharmaceuticals
8. Acme Pharmaceuticals
9. ACI Pharmaceuticals
10. Aristopharma

Organization History:

The history of The ACME Laboratories Ltd. dates back to 1954 when a proprietorship firm was
conceived to manufacture ethical drugs. It started with the modest introduction of a few oral
liquid products. Late Hamidur Rahman Sinha was the founder of the firm and had been the main
visionary of the organization since its inception until his sad demise in February 1994.

After its initial years of trials and tribulations, the firm was converted into a private Limited
Company in the year 1976 and the Balancing Modernization, Replacement and Expansion
(BMR&E) work on the small old unit started in 1976 at a large new premise at Dhamrai, Dhaka.
Commercial Operation at the new modernized plant equipped with sophisticated and
advanced facilities began toward the end of 1983. Many challenges were faced and overcome
successfully to transform the company from a very small unit to what it is today a giant in its field.
ACME continuously seeks to expand its production facilities, add employees, and increase it sales
and marketing efforts. According to the latest statistics, out of 250 to 300 pharmaceutical
companies in the country, ACME is the second largest manufacturer and exporter of Human,
Herbal and Animal Health Pharmaceutical Products in Bangladesh.ACME has also endeavored
to strengthen its network of international marketing operations to export its products abroad. We
are optimistic about our perpetual growth and success.

At present, ACMEs product lines contain three categories. These are allopathic, herbal and
animal health. Each category contains various products.

The main activities of ACME are to Contract Manufacturing, Sales & Distribution. ACME is
exporting medicines to 16 countries in all dosage forms and competitive price. Its head quarter in
Bangladesh and It has market coverage Sri Lanka, Nepal, Myanmar, Philippine, Afghanistan,
10
Hong Kong. ACME's plant is located at Dhamrai, about 40 km N.W. of Dhaka, the capital of
Bangladesh. ACME Laboratories is the second largest manufacturer and exporter of Human,
Herbal and Animal Health Pharmaceutical Products in Bangladesh. The ACME Laboratories Ltd,
the pharmaceutical and the flagship company of the ACME Group, is a manufacturer and
global exporter of human, herbal and veterinary pharmaceutical products. Since 1990 the
company has achieved an average growth rate of 25% compared to 13% registered by the
pharmaceutical sector of the country.

Vision

The ACME's vision is to achieve significant business in prescription products by 2015 with a strong
presence in domestic and international market. Considering the above vision, under the umbrella
of ACME group, The ACME Specialized Pharmaceuticals Ltd. is an innovative and vision driven
company designed to conform global standards like WHO GMP, UK-MHRA and US-FDA. The finest
and largest solid dosage forms manufacturing facility is under construction by active guidance of
European Consultants. Facilities and processes are of the highest quality which has been
designed to achieve quality products with vision to export in global market.

Mission

Our holistic approach is to ensure Health, Vigor and Happiness for all by manufacturing ethical
drugs and medicines of the highest quality at affordable prices and reaching out even to the
remotest areas by proper distribution network. We view ourselves as partners with doctors, our
customers, our employees and our environment.

Companys Goals

The ACME Laboratories Ltd. is committed to maintain state of the art manufacturing facilities for
ensuring best quality products to the customers. The company is devoted to increase sales
growth, increase productivity, increase profit margin, improve company image & customer
satisfaction, and ensure continual improvement.

Quality Assurance

Acme's stated belief that, "No compromise on quality can be made in a business that involves
human lives, is the cornerstone of the company's Quality Assurance program. The entire
manufacturing procedure, starting with the incoming raw materials, through stringent
intermediate manufacturing process and packaging of products, to the dispatching of finished
goods, requires that analysts, pharmacists and instructors monitor and control each step. Even
after the release of finished goods, the quality control lab tracks post-distribution spot checks of
all batches. Acme's Quality Assurance Department is equipped with the most modern instruments
and is staffed with well trained and qualified personnel. All procedures for testing, sampling and
inspecting are clearly approved, implemented and documented. All instruments are regularly
calibrated and processes, machinery and premises validated. Through training programs (in-
house and abroad), the key personnel of the company remain abreast of the latest concepts of
Quality Assurance.

11
Other strategic business units of ACME
The ACME Agrovet and Beverages Ltd
Sinha Printers
Mars Aviation Ltd
ACME IT Ltd
ACME Clearing Ltd
ACMUNIO International Ltd
Sinha Fabrics And Wool Wear Jeans
ACME Distribution Ltd

Organizational structure of The ACME Laboratories Ltd.

12
 Observation:
The ACME Laboratories Ltd, we had observed some issues which are:
Limited workforce: Recruitment and talent management department of HR
division performs their responsibilities with a limited workforce. Sometimes, it makes so
stressful working environment for existence employees.
Recruitment and selection process done continuously: In The ACME Laboratories Ltd,
recruitment and selection is a continuous process. Almost every week, HR division has done
recruitment and selection task and these tasks have done chronologically.
Lots of paper work: Recruitment and talent management department of The
ACME Laboratories Ltd has used lots of paper work. From requisition form to publishing
final result, Paper is used in every aspect. As a result, they waste many papers and do
not recycle this paper most of the times.
Proper use of internal sources of recruitment: Recruitment and talent
management department maintains good eyes on its internal sources. When there is any
recruitment process, HR division posted recruitment advertisement on every notice of every
branch. They also publish this advertisement on their intranet. So, staff from this organization
can see the advertisement. HR division also maintains contact with other divisions
employees so that they can recommend other people to apply here. But they do not
post any advertisement in their official website.
Using HRIS and internal server: Recruitment and talent management department only uses
HRIS software to input final result. Other soft copies of recruitment and selection process are
kept in their internal server.
Totally new environment for internee: The ACME Laboratories Ltd has no training
for internee. They put internee directly on process. As a result, there are many mistakes
at starting moment.
Recruitment process and academic learned: I think The ACME Laboratories
Ltds recruitment process is ideal process. It is matched what I have leaned in the book.
More or less, they are same So, I did not find any mismatch between them.

Recruitment and Selection Process of The ACME Laboratories Ltd.

13
Human Resource Division of The ACME Laboratories Ltd:
The ACME Laboratories Ltd considers that success depends on the collective effort of
entire work force. Human resource division of The ACME Laboratories Ltd has comprehensive
policy and procedure that practices best approaches with legal and ethical consideration.
The major purpose of human resource division is to introduce organizational policy and related
to employees of The ACME Laboratories Ltd. It gives specific guidelines of operation of
human resource division with a vision to maintain the expected standards that are
maintained. It also provides specific direction regarding the assessment, evaluation, reward
system and long term benefits of employees of The ACME Laboratories Ltd. It sends a clear
picture about expected standards. The employees get idea of their present status, growth
and value addition process in the organization. The human resource division is a central
reference of employee relations and policies. Each policy is a guideline to be used with
discretion, understanding and management in the spirit in which the policy is written.

HR functions:
Recruitment and Selection
Training and Development
HR Transaction
Transport Management
Compensations and Benefits
Performance Management
General policies and procedures
Legal

14
The structure of HR division:

Recruitment and selection process of The ACME Laboratories Ltd:

Recruitment and Selection process is one of the important tasks of The ACME Laboratories
Ltd. Through these tasks, The ACME Laboratories Ltd attracts people and brings employees.

Purpose:
The purpose of recruitment and selection of The ACME Laboratories Ltd is to ensure
right candidate on right time to meet the human resources demand across the organization.

Standard of procedures of recruitment and selection process:

There is a guideline for recruitment and selection process of The ACME Laboratories Ltd. That is
called Standard of Procedures. There is Standard of Procedures for every HR tasks of
The ACME Laboratories Ltd. There are the steps of Standard of Procedures about recruitment
and selection process of The ACME Laboratories Ltd:

15
1. All divisional/departmental head will raise personnel requisition with proper justification if
any vacancy arises and send it to HRD. All divisional/departmental head will assist the HR
division in the recruitment and selection process.
2. Concerned division/department will fill out requisition form if any job vacancy arises
in any division/department stating job description and job specification to head of HR
for taking necessary action.
3. HR division will examine and inspect the manpower requisition form and
obtain management approval for onward processing.
4. Recruitment and Talent management will collect profiles of potential candidates
through a number of sources like internal job announcements, CV bank of unsolicited
applicants, employee and management referrals, university/institution, direct contact,
advertisement in local newspaper and online job posting as applicable.
5. HR division will sort out the applicants in consultation with concerned
division/ department.
6. Next, HR Division will invite the prospective candidates after preliminary short-listing
of the candidates for written test and/or interview and/or practical test.
7. It will conduct written tests and/or interview and/or practical test as required on
the appointed date in combination with HRD and concerned divisional/departmental
head representatives nominated by concerned division/department.
8. The performance of candidates will be checked under a set standard and HR division
will complete recruitment and selection process in a define system with the approval
of management.
9. HR division will inform the finally selected candidates about their selection and
needed ask to report to HR Division for salary negotiation.
10. HR Division will provide all papers/forms to the candidates on acceptance of
offer pertaining to recruitment formalities to be filled out and returned to HRD by a
precise date.
11. After that, HR Division will offer issue letter of appointment the candidates
on competition of selection formalities and send received copy to HR division as means
of acceptance.
12. HR division will give an opportunity to tender/sign a joining letter which will have to
be returned to HR division.
13. HR division will check references, original certificates of the candidates and all
relevant papers while working out on submission and verify photocopiers of all
academic certificates which will be kept in the personal file of the candidates.

16
 14. HR division will put the selected candidates on probation for a period, length of
which will be decided by management

Flowchart of recruitment and selection process of The ACME Laboratories Ltd

Receiving manpower requisition form:

At first, concerned division/department must fill the manpower requisition form. In requisition
form, there are some aspects. These are:
1) Position details: Here, manger from concerned division/department will write down the
position name, department, division, type of vacancy, number of employee needed, date by
17
which personnel is required to join. There are two types of vacancy.
These are:
i) Replacement
ii) New position
If vacancy is against replacement, managers must mention previous employees name and
resigning date. If the vacancy is against new position, then managers must show the
judgment. This judgment is about why new position is raised. This judgment must be approved
by Human resource Division and board of director.
1) Job description:
In job description, managers mention about task of vacant job. If job description is same as
their job description book, manager will write as role play
2) Job specification:
In job specification, manager will point out skills that need to perform. Here, he will portray
about educational qualification, experience, and age limit. If experience is not needed,
manager will write that experience is not mandatory but preferable. Manager can add other
points like employee must active,
stress free mind etc.
3) Approval:
This box is just about taking signature. Here, manager, raised requisition, will sign. Divisional
Head, Head of HR and Deputy Managing director will sign also. After singing divisional head,
manager will send it to HR division. Then HR division will examine it and HR Head will sign. Then it
will go for deputy managing directors
sign.
CV Bank:
HR Division of The ACME Laboratories Ltd always maintains CV bank. In CV bank, there are two
parts. First one is unsolicited CVs. Applicants send their CVs. Some send in their carrier service
mail. Then HR Division keeps
these CVs if they are suitable for The ACME Laboratories Ltd. Another one is rejected CVs from
different selection process. Excellent rejected CVs are kept in file. So when HR division needs
job holder, they pick some CVs from these files.
Sort out applicants:
After Collecting Resumes, HR division of The ACME Laboratories starts it selection
process. Resumes are chosen in two approaches. At first, HR division selects applicants
resumes. Next, they decorate resumes and send these resumes to concerned
division/department. After that, concerned department does the final selection and gives
back to HR division.

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Make call list and informing candidates
Next work is to inform applicants for attending exam. For this, HR division makes call list. This call
list includes applicants name, fathers name, and mobile number and remarks. HR
division calls applicants through two ways. If applicants number is little, HR Division calls them
by themselves. If applicants number is large, they send call list to PBX section. PBX
section contacts with candidates. PBX section maintains relationship with inside and outside
organization. PBX section will write down note weather applicants are available or not.
Preparing candidates profile summary:
Now HR Division will ready for preparing itself. They will make candidates profile summary. Most
of the candidates profile summary is prepared after written exam. This candidates
profile summary contains applicants name, fathers names, last education, education
institution, date of birth, experience, reference. This will help interviewee to understand
applicants in a moment.
Preparing Attendance Sheet:
Before written/viva/practical exam, HR division will prepare attendance sheet. This
attendance sheet includes applicants name, father name, mobile number and signature
box. After preparing it, it will be sent to reception. So when candidates will come, they will sign
there.
Written/Viva/Practical exam
For selecting final employee, HR division arranges some examinations where candidates
will give test. In written test, applicants must have to get 30 percent number. Written exam is
divided on some categories. There are question about English, Math, General knowledge and
job related. Candidates must answer the job related question otherwise. Otherwise they will
not be passed. Then HR division checks the exam paper and attaches with resumes. Followed
by, they publishes written exam with the authorization of board of director. After passing
written exam, HR Division organizes viva. This viva board consists of three types of people.
Some are from HR Division, some are from concerned department. Another interviewer is from
other department.
Before starting interview, Recruitment and Talent Manager will give some overview about
the vacant job and question. Then he provides candidates profile summary, particular
job advertisement and resumes who pass in written exam. In viva, interviewer asks about
applicants study and job related question. They want to know about job responsibilities from
candidates. Interviewers give some situation to know that how candidates will response in
given situation.
They also ask candidates about expected salary. If applicants have job experience, they also
ask about job condition and reason of leaving that organization. Interviewers basically
evaluate some aspects from candidates. These aspects are:

19
 Job understanding
Communication skill
Leadership
Decision making abilities
Judgment abilities
Technical skill
Call the finally selected candidates:
After final result, HR division ensures that finally first choice candidate will attended
their organization. If first choice does not expect their condition, HR division will go for second
best or third best choice. Then HR division calls finally selected on fixed date to bring
necessaries papers.
Employment Check List for new joiner:
New joiner has to handover some important documents. These documents are:
Updated resume: New joiner will give away two resumes in English and Bengali.
Employee Information form: Employment form is another version of new joiners resume.
Here, new joiner will give information about his/ her name, permanent and present
address, phone number, email address, academic description, prior work experiences,
emergency contact etc
Certificate and Transcript: New joiner will give all original and photocopy of all certificates.
The photocopies must be attested. After one year, employee can get back all certificates.
Thats time he/she has to apply for certificates to HR division.
Release order: If new joiner has previous job experience, he/she must get back
release order from previous organization. Otherwise, he will not be able to join here. 7 copy
passport size photograph: New joiner will give seven copy passport size
colored photographs with his/her name and signature at the back. All photographs must
be attested by first class government officer.
National ID card photocopy: New joiner will give two photocopies of his/her Identity Card.
He will also give one photocopy of nominees Identity Card. All photocopies of Identity
Card are attested by first class government officer.
Nationality certificate: New joiner will provide national certificate which is issued by union
chairman/ward commission.
Joining letter: HR Division will provide joining letter. In joining letter, there will be terms and
conditions about job and organization. Here, new joiner will sign below the joining letter.
Nominee form: In nominee form, new joiner will mention not more than three persons who
will get benefits if employee dies.
Three hundred taka non-judicial stamp paper: In Three hundred taka Non-Judicial Stamp
paper, new joiner will promise about given information that are true, future job duties. The
stamp paper must be authorized by first class executive majested officer.
Security bond: In security bond, a person who is relative or familiar with new joiner will give
security. It would be on Two Hundred taka Non-Judicial Stamp paper approved by first
class executive majested officer. This is only applicable for SPR and MR new joiner.
Medical certificate: New joiner will submit medical certificate from any
government medical officer or civil surgeon.

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Recruitment and selection process of SPR and MR:
For The ACME Laboratories Ltd, SPR and MR is one of the important positions. The employees of
these positions bring the money. SPR means Sales and Promotional Representative and
MR means Medical Representative. Every month, The ACME Laboratories Ltd recruits huge
number of employees. The recruitment and selection process of SPR and MR is little bit different
than other recruitment and selection process. Here is the recruitment and selection process of
SPR and MR:
1. Requisition form: As usual, marketing division raises their employees demand
through requisition form. HR division will justify and take authorization from Board of Director.
2. Attract and invite applicants: Every month, The ACME Laboratories Ltd recruits SPR and MR
in huge amount. Thats why they try to reach highest number of applicant. HR Division will
publish its recruitment advertisement in national newspaper. Generally, they want to publish
this advertisement at Friday. In advertisement, there are some important points. These are:
Job responsibilities for MR:
Maintain Constant liaison with doctors and health care professional.
Promote company products and create brand awareness.
Achieve sales target assigned by the company.
Provide updated products information to the doctors and chemists on a regular basis.
Job specifications for MR:
Applicants must complete Bachelor degree or honors or masters from general education.
Applicants should have ability to work under pressure to meet work deadline.
This position requires extensive tours and applicants should have willingness to ride
motorcycle.
Candidate must be unmarried. The age limit is 30 years. Job responsibilities for SPR:
Ensure on time delivery of medicine to the chemist as per requirement.
Manage the cash after collection to ensure safely deposit of the cash to the concern
deport.
Promote company products in potential market. Job specification for SPR:
Applicants at least complete graduation from National University.
The age limit is 30 years.
Applicants unmarried status is preferable but not mandatory.
Workplace can be anywhere in Bangladesh. Only male are allowed for SPR. If
organization needs female MR, they mention in advertisement. They also make good use of
internal sources for SPR and MR.
3. Collect resumes, selected applicants, taking examination, publish final result:
Through publishing advertisement, they invite candidates for participating exam. The process
will run on whole day. There are descriptions of that whole day

21
 Collecting Resumes and selected candidates for written exam: In exam hall, all applicants sit
for exam. At 9.30 am, employees from recruitment and talent management department will
come. They will clear brief about job specification of both position.
After that they provide top sheet to applicants. There are some information on top sheet.
These are:
Name
Fathers name
Date of Birth
Permanent address
Mobile number
National ID card Number
Last Education
Name of University
After filling up top sheet, applicants staple this top sheet with their resumes. Then HR division will
collect these resumes and immediately select these resumes. HR Division will check the
educational certificates very carefully. The number of applicants is huge. Thats why it takes
time.
4. Acceptance joining letter: Finally new joiner provide necessary papers to HR Division and
new joiner will get the joining letter.
Recruitment and selection process of SPR and MR in flowchart:

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 CHAPTER-4: Research Design

In terms of finding the gaps of recruitment process we have conducted a survey within ACME

where the number of respondent was 22 and the respondents were Executives and Managers

who are directly involve in the recruitment process so that our survey will be more reliable. In

the below discussion the results of survey is briefly described.

Question 1: Does ACME recruits fresh graduates (without experience)

ACME

The graph shows that, above 32% of employees strongly agreed and 59% of respondent

agreed that Acme recruits fresh graduates. Thus, it is very inspiring for the youth which helps

ACME to create a better image in the outside market. The reason behind recruiting fresh

graduates is that they can create their manpower based on the organization culture by

relevant training which helps ACME to build a productive manpower.

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Question 2: ACME recruits Experience Candidates for the same position.

ACME

The graph shows that above 50% of respondent agreed and 14% strongly agreed that ACME

recruit post graduates besides graduates for the same post.. However, ACME should emphasis

on this regard that this recruitment criterion might discourage potential fresh graduates to

apply for the post and thus ACME might fail to attract talented candidate.

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Question 3: In times of selecting candidates ACME consider outlook of the candidates

The graph shows that, there are different responses on regarding of considering outlook

while selecting candidates. 18% of respondent strongly agreed and 27% agreed that ACME

consider outlook where 32% of respondent were neutral that means these 32% respondent

cannot directly deny the fact. The reason behind considering outlook is that, the MPOs are

the representative of the organization and directly affect the image of the company.

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Question 4: Employees are satisfied with their organization.

The graph shows us; among all the respondent 50% agreed and 41% strongly agreed that

ACME keeps their employee satisfied which is a big success for the organization. Thus, it

represents that ACME is one of those successful company which does not only conduct their

business activity just to earn money but also give enough emphasis on building a satisfying

stakeholders.

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Question 5: Does ACME favor higher reference during recruitment?

Strongly
Disagree Reference
4%

Disagree
9%
Strongly Agree Strongly Disagree
23% Disagree
Neutral
Neutral Agree
32%
Strongly Agree
Agree
32%

The graph shows us; among all the respondent 32% agreed and 23% strongly agreed that

ACME uses higher reference for recruitment. 32% were neutral. So, this may cause them to

lose out on good candidates from time to time.

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Question 6: Does old employees feel threatened about new recruitments?

Agree
0% New Recruitment
Strongly Agree
0%

Strongly
Neutral Strongly Disagree
Disagree
32%
32% Disagree
Neutral
Agree
Strongly Agree

Disagree
36%

The graph shows us; among all the respondent 32% Strongly disagreed and 36% disagreed,

32% were neutral. So, it may be assumed there is a good working environment in acme

laboratories.

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 Question 7: Are new recruits motivated to work for ACME?

Motivation
Strongly Agree Strongly Disagree
9% 5%

Disagree
18%
Strongly Disagree
Agree Disagree
36%
Neutral
Neutral
Agree
32%
Strongly Agree

The graph shows us; about 45 % feel new recruiters want to work for acme. 32% are neutral.

And 23% think they are here for few days to move on to next job.

Data source: The analysis is prepared using both primary and secondary sources. At first,
secondary sources were evaluated to gain valuable knowledge about the Pharmaceuticals
industry and the organization. Additionally, academic sources like text books and journal articles
were used to gain knowledge on key concepts relating to Recruitment Selection Process and
best HR Management Practice. Primary data includes the observation of the author while
working Human Resource Division at the ACME Laboratories Limited.

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 CHAPTER-5: Analysis and Findings

Finding and Analysis:

ACME Laboratories Ltd we try to different practices of recruitment and selection which lead
me to analyze.
SWOT analysis
Strengths:
The ACME Laboratories Ltd has been serving the country since 1954. So it has gathered huge
experience in the pharmaceutical market which is now acting as strength for the company.
More than three billion tablet manufacturing tablet manufacturing facility per
year considering single shift.
It designed the facility to meeting the requirements of ISO and WHO GMP.
Environment controlled and monitored by integrated building management system through
zoning concept in all manufacturing areas.
In recruitment and selection process, they involve concern divisions manager like
CV screening, preparing questions, checking written scripts etc.
In their management, they follow participative management style.
It has independent microbiology department to perform microbiology tests.
The organization has adopted ISO 9001 certificate.
In HR Division, the data is contained through HRIS.
It has environment friendly solid and liquid waste disposal system. 45 Weaknesses
the chain of command ACME is elongated. If there is a situation to take immediate decision
and deputy directors are not available, thats time they face problem. The decision will be
hanging up until deputy directors are available.
Online base advertisement is proper cannot get right candidate.
Their sales centers are not enough to cover whole country.
It cannot hold its medical representative and sales and promotional representatives for
the long time. For this problem, it recruits heavy amount of MR and SPR. It makes huge cost.
Opportunities:
People are getting consciousness about healthy and cure life. If they feel sick, they take
medicine. So user of medicine is increasing.
Existing demand in the neighboring countrys pharmaceutical market is really
big opportunity for it.
More and more hospitals and clinics are being established. So the opportunity is getting high
for The ACME Laboratories Ltd.
Globalization allows ACME to enter global market by diversifying its business by utilizing the
company image

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Threats
Aggressive promotional actions and movement by the rivals can affect The
ACME laboratories LTDs market.
Exchange rate fluctuation can be reason of increasing price high.
Likely entry of potent new competitors due to attractive industry profitability.
Modern technology are coming to obsolete the existing technology. This will cause huge
capital loss for the production process.
The unstable political condition is a big threat for The ACME Laboratories Ltd. Hartal or
blockage may result in the delay of distribution of products. It also hampers the regular official
work.
The ACME laboratories LTD cannot promote its products through TV and Radio46

Major findings of the study:

The ACME Laboratories Ltd, I have observed and found different issues.
These are:
1. Managing Director is the sole authority approve finally for any business or
functional decision. Only after receiving approval from the Managing Director, HR Division
starts all their functioning as per method.
2. Modern Human resource management always talks to involve line manager in HR
Practices. The ACME Laborites Ltd engages both HR manager and line managers in their
recruitment and selection process.
3. The ACME Laborites Ltd has no online requisition process. For example, sales manager
of Savar sales centre raises a requisition form. He must send this requisition form through
their internal mail service. If there is any strike or hartal, this day internal mail service will
not work. As a result, recruitment process is going to delay.
4. HR division The ACME Laborites Ltd does not maintain CV banks properly. Often they
lost resumes. They keep failed and passed resumes in same spaces.
5. In their Recruitment and Talent management, there are only two employees. Only
two employees have done all the recruitment and selection process. So when work
pressure is really high, number of these employees is not enough.
6. HR Division of The ACME Laboratories Ltd does not contact with those candidates
who failed in their recruitment and selection process.
7. They do not publish recruitment advertisement on own website.
8. HR division does not arrange physical examination for final applicants.

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 9. The company always tries to maintain good working environment, health & safety
procedure which is certified internationally.
2.

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 CHAPTER-6: Conclusion

Recommendation and Conclusion

Suggestion for improvement:
The ACME Laboratories Ltd for their improvement. These are:
1. HR Division should introduce online requisition system. As a result, HR division will
get requisition form immediately and it will make faster its process.
2. HR Division already exercises their internal network properly for recruitment advertisement.
Now they can post recruitment advertisement on their website. So, interested applicants can
get information to visit their website.
3. HR Division needs enough space to maintain CV bank. It will employees to find
resumes easily.
4. In written, viva or practical exam, there should not be any unfairness. Otherwise The ACME

Laboratories will lose appropriate candidates.

5. HR division should also communicate with failed candidates. At least, they can send
an email on applicants account.
6. HR division can also minimize using paper on its recruitment and selection process.
7. There is no training for the new internee in The ACME Laboratories Ltd. But if they provide
any training program for internees then it will be easier for them to adjust new environment.
8. The recruitment and selection process activities of MR and SPR could be done
separate days. So it will release extra pressure from employees and they can find more
appropriate employees.
9. HR division should be also more focus on management assessment centers in its
selection process. It will help them to judge applicants according to perform realistic job.
10. The ACME Laboratories Ltd should start training its managers on better interviewing 50
Conclusion:
The ACME Laboratories Ltd, the pharmaceutical and flagship company of ACME group, is
a manufacture and global exporter of human, herbal and veterinary pharmaceutical
products. From the very beginning, the company had faced many challenges and defeat
successfully to convert the company. From a very small unit, it is a giant organization
today. Human resource division at The ACME Laboratories Ltd is vast and elaborative
which compromises the overall management process. Strong recruitment and selection
process and teamwork is the secrets ACMEs success.
Since its setting up in 1954, ACME Laboratories Ltd has been working relentlessly with a vision to
ensure Health, Vigor and Happiness for all and they are truly focused on it with optimism about
perpetual growth and success with time.

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 REFERENCES

1. Gary Dessler (2011). 11th

2. ACME Employee Book edition. New Delhi: Prentice- Hall of India

3. Standard of Procedure The ACME Group

4. www.acmeglobal.com

5. en.wikipedia.org/wiki/Pharmaceutical_industry_in_Bangladesh

6. www.eprothomalo.com

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