Report

On

Human Resource Practices of

Human Resource Practices of ACI Ltd.

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Human Resource Practices of ACI Ltd.

 SOUTHEAST
UNIVERSITY
Course title: Human Resource Management & Practices

Course code: HRM 5186

Submitted To: Mr. Jamil Siddique

Faculty (Southeast University)

Submitted By: Dynamites

Name ID Sec Department

Ariful Haque 2016110004142 6 MBA (1 Year)
MD. Nazmul Sarkar 2016110004109 6 MBA (1 Year)
Rubina Binte Mahbub 2016010002011 6 MBA (1 Year)

Human Resource Practices of ACI Ltd.

 Date of Submission: 26th August 2016
EXECUTIVE SUMMARY:

The world around us is changing and the HR Roles and Responsibilities have to change as well.
In the past, the HRM was responsible for developing the processes, which assure the top quality
delivered to the organization. The demand from the organization changes the organization does
not expect the HRM functions to react to its requests; it expects HRM Function to proactively
propose new solutions, new procedures and new policies to keep the competitive advantage on
the Market. The HR Roles and Responsibilities needs to react to this basic request by the
organization to keep the level of the satisfaction. Unfortunately, when you browse the Internet to
find information about the HR Roles and Responsibilities, you usually find the tables describing
the split of roles and responsibilities between HRM function and the internal clients.3Nowadays,
the HRM has to deliver even more. The HR Roles and Responsibilities have to take the high
level recognition of the organization and they need to be adjusted to make a full fit.

The HR Roles have to be adjusted to:

 Keep HRM Function focused on tracking and implementing new trends in the industry
 Keep HRM Function focused on helping the line management to implement
improvements
 Keep HRM Function focused on operational excellence
 Keep HRM Function responsible for developing the Human Capital potential in the
organization

The HR Responsibilities have to be adjusted to:

 Demonstrate the Line Management the will to keep the responsibility for the Human
Capital costs
 Keep the competitive advantage on the market (and not just the job market)
 Demonstrate the will to drive the main HR Processes to keep the organization in the
excellent health
 Keep HRM Function supporting the Business Strategy to reach the business initiatives
1. Keep HRM responsible for the tasks resulting from the Business Strategy Thus with this
topic; we have tried to find out how much does these practices are practiced in our
country.

Human Resource Practices of ACI Ltd.

Objective of the Study:

In this assignment we look over the practice and nature of HRM in private business
organization/Company in Bangladesh in the current period. We compare the practice and nature
of HRM and do some research on the cause and effect of those activities. Then we find some
scope and limitations andante end we try to give some suggestion to improve the situation
according to the opinion of HR Executives.
Out selective Company is Advanced Chemical Industries (ACI) & our selective topic of HRM
practice in Bangladesh is:

I, Interview

II, Selection

III, Training

Background OF The company:

ICI Plc of UK had a pharmaceutical business in Bangladesh. In 1992 the business was sold to
management and the name of the Company changed to Advanced Chemical Industries (ACI)
Limited. ACI inherited the rich ICI culture of product quality, customer service and social
responsibility and continues to nurture. ACI is the first company in Bangladesh to obtain
certification of ISO 9001 Quality Management System in 1995. ACI is also the first Company in
Bangladesh to get certification of ISO 14001 Environmental Management System in 2000. ACI
employees are proud of their work culture, business ethics and environmental consciousness.
ACI values are embodied in its vision and mission statements. ACI quality and environmental
concerns are clearly stated through declared policies. ACI represents principals like AstraZeneca,
UCB, Searle and Fujisawa in Pharmaceuticals business; Colgate-Palmolive, Heinz & Dabur in
Consumer Products sector; Synzenta in Agrochemicals; Ranbaxy, Dabur, Wockhardt, Sanofi and
Invesa in Animal Health sector. The company maintains strategically located sales centers in
nineteen different locations across the country. It has developed an advanced distribution system
through its more than 300 skilled and trained manpower and a large fleet over eighty vehicles.
The distribution system is capable of handling continuing volume of diverse range of products
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Human Resource Practices of ACI Ltd.

from the various businesses. The company’s distribution centers are highly streamlined,
computerized and automated. We are capable of maintaining a cold chain for some specialized
range of products such as vaccines and insulin. The combination of this advanced function and
multidimensional capabilities made it possible to handle hundreds of products efficiently. ACI
has three separate manufacturing plants in the outskirts of Dhaka.

The Pharmaceuticals plant is located at Narayanganj; ACI Formulations has been setup at
Gazipur and the Tetley factory has been built at Konabari. ACI Limited is the first company in
Bangladesh to have attained the ISO 9001 certification for Quality Management System and ISO
14001 for Environmental Management System. The Trading subsidiary has also received ISO
9002 certificate. At our manufacturing facilities, we follow CGMP guidelines and standards
recommended by World Health Organization (WHO) for pharmaceutical formulations.

Methodology

To find out the relevant data and facts we search on internet, read text and other books and
discussed with Human Resource executives of ACI Ltd. Then we meet with Jr, Executive
(HRM) of ACI Ltd for collecting Information. & one of my known HRM Executive of ACI Ltd,
we meet with him after office he give lots of Information about ACI HRM practices. 2 times we
call them form Orientation process of ACI Ltd. Finally we search in Wikipedia for know about
company Background.

Scope

HRM is the systematic way to get efficient people through the process of recruiting, selecting,
training, developing and so on. HRM does not established at all yet in ACI Ltd, but it has the
scope to establish very soon. Because most of the private business organizations try to follow the
HR practices with learning foreign companies and try to build separate HR department. From
preparing this research paper, we learn so many things as well. As a graduate student we already
know how efficiently a research paper can be made, what are the common troubles to get
information from different field and also the thorough methods to make a research paper?
Initially it's very helpful to make our later research paper before getting graduation. Mostly we
get benefitted in our future professional life.

Limitations

To make this research paper we have faced some troubles. As a new maker and a student of
private university who get very few time to make this whole work. Otherwise we may do this
work more efficiently. Another limitation is that HRM is not established in Bangladesh yet. Most
of the companies do not have separate HR department though they are follow HR works. So it
would more easily and perfect if companies have Established HR department.
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Human Resource Practices of ACI Ltd.

Topic I: Interview:
Practice/Observation:

First time they give online adds for recruitment then Potential candidates interested in joining the
company are required to send their complete curriculum vitae. HRM dept. of ACI Ltd,
evaluation of their application then they invite for Interview. First they arrange a written test
then which candidates are only qualifying they invite them for formal interview. If they think this
candidate is perfect for their company then they offer job for him.

ACI Ltd uses some external sources for recruitment. These are:

 Internet
 Off shoring
 College recruiting
 Referrals
 Advertising

Comment:

Internal recruiting is very high in ACI Ltd. But they don’t take any Ability Tests Interview &
Capability Based Interviews. But every International/Multinational Company uses both. IF HRM
department of ACI Ltd, use Ability Tests Interview & Capability Based Interviews I think it’s good for
them.

Topic II: Selection:

Practice/Observation:

SELECTION ACI Ltd runs Final Selection Centers (FSC) In Dhaka Head office of ACI. If a
candidate completes the telephone interview successfully, they will invite to them. In Dhaka
face-to-face selection is done in the head HR departments ‘office where the job is described
eventually. The final step to success The FSC is a two way process. It is a candidate’s
opportunity to meet a number of current Head of HRM Department and find out as much as
possible about their experiences. ACI wants candidates to be able to make an informed decision

Human Resource Practices of ACI Ltd.

a candidate should receive an IM offer. The FSC consists of a number of capability based
exercises, including:

Face-to-face interview
Written test

There is nothing candidates can do to prepare in advance for the FSC, other than to relax and be
you. This is our opportunity to see how candidates perform in a number of different situations,
against clearly defined criteria. ACI also wants to get to know
Candidates better and understand what drives you towards the IM programmer. “Head Hunting”
process is very effective for ACI. Through this they can easily recruit and select top level
managers, though they are offering a very attractive compensation.

Comments:

I think selection process of ACI Ltd is very good but they have some lacking of HRM practice of
selection in International standard. In international company their selection process is:

 Face-to-face interview
 Group exercise
 Written case study
 Presentation
 Role play

ACI Ltd only follows:

 Face-to-face interview
 Written test

Topic III: Training:

Practice/Observation:

ACI Ltd believes our primary competitive advantage comes from our employees. It is their
ability to provide a superior customer experience to its customers that sets it apart from other
consumer goods & services companies. In the ever changing goods & services service industry,
all of us must continuously upgrade our skills and knowledge in order to maintain this
competitive advantage. ACI Ltd.’s goal is to attract, retain and motivate the very best, and to do
that it supports training, development. ACI follows only one types of training:

Human Resource Practices of ACI Ltd.

On the jobs training:

Seminars, workshops and locally tailor made training on a variety of topics are offered directly
by ACI Training and Development Department. They arrange training at their head office
conference hall.

Off the jobs training:

ACI Ltd don’t show any kinds of off the jobs training activities.

Comment:

ACI Ltd training policy average. Because they follow only on the jobs trainings but off the jobs
training also important. It’s help to develop weak employees working skill. And in International
Organization follows different types of training:

 On the jobs training

 Off the jobs training
 Distance Learning
 External Courses

Conclusion:

First time they give online adds for recruitment then Potential candidates interested in joining the
company are required to send their complete curriculum vitae. HRM dept. of ACI Ltd,
evaluation of their application then they invite for Interview. First they arrange a written test
then which candidates are only qualifying they invite them for formal interview. If they think this
candidate is perfect for their company then they offer job for him.

SELECTION ACI Ltd runs Final Selection Centers (FSC) In Dhaka Head office of ACI. If a
candidate completes the telephone interview successfully, they will invite to them. In Dhaka
face-to-face selection is done in the head HR departments ‘office where the job is described
eventually. The final step to success The FSC is a two way process. It is a candidate’s
opportunity to meet a number of current Head of HRM Department and find out as much as
possible about their experiences. ACI wants candidates to be able to make an informed decision
a candidate should receive an IM offer.

ACI Ltd believes our primary competitive advantage comes from our employees. It is their
ability to provide a superior customer experience to its customers that sets it apart from other
consumer goods & services companies. In the ever changing goods & services service industry,

Human Resource Practices of ACI Ltd.

all of us must continuously upgrade our skills and knowledge in order to maintain this
competitive advantage. ACI Ltd.’s goal is to attract, retain and motivate the very best, and to do
that it supports training, development.

Recommendation:

Internal recruiting is very high in ACI Ltd. But they don’t take any Ability Tests Interview &
Capability Based Interviews. But every International/Multinational Company uses both. IF HRM
department of ACI Ltd, use Ability Tests Interview & Capability Based Interviews I think it’s good for
them.

I think selection process of ACI Ltd is very good but they have some lacking of HRM practice of
selection in International standard.

ACI Ltd training policy average. Because they follow only on the jobs trainings but off the jobs
training also important. It’s help to develop weak employees working skill.

Appendices:

After reviewing the complete report one thing is clear that is ACI Ltd is working very well it’s
strategies are successful towards the whole world and this is HRM progress by the passage of
time. It is definitely clear that ACI Ltd are using the concept of SHRM instead of Traditional
HRM. The main reason why they are so much developed is due to the people. According to ACI
Ltd employees are the assets of their company.

Human Resource Practices of ACI Ltd.