Letter of Transmittal

Date: 28th, July 2013

To
MD.Tanvi Newaz
Lecturer
BRAC Business School
BRAC University
66, Mohakhali,Dhaka
Subject: Submission of Term paper Report on GlaxoSmithKline Bangladesh.
Dear Sir,
With due respect, we are submitting our term
paper report on the topic titled GlaxoSmithKline as a part of
fulfillment our my Management 425
course. Its our pleasure to inform you that we have already finished our term
paper on a reputed organization in GlaxoSmithKline.
It was undoubtedly an interesting opportunity for us to work on
this assigned topic to enhance our knowledge in the practical field. We would like to
give you thank for giving us the opportunity to do the study. This report explores the job
analysis, Recruitment and Selection of GlaxoSmithKline
Therefore we sincerely hope that you will appreciate our effort and we will be grateful if
our report is accepted for the appropriate purpose.
Thanking you

Sincerely yours
Sl No ID Name Signature
1 10104022 Md.Iftehajur Rahman Abir

2 07304083 Tuli kamalika Das

3 10104179 Mahmuda Sarker
4 10104145 Shamim Ahmed

1
 5 11101079 MD.Safeyn Sadaat Mridul
6 10104152 Walid Hossain

Acknowledgement

First of all, I would like to thank my Course instructor MD.Tanvi Newaz for his untiring guidance,
help, effort, and suggestion. Really we are thankful to him. Without his direct guide this report
couldnt be possible. A very dynamic personality, MD.Tanvi Newaz constantly inspired us all the
time to develop our report and share his knowledge with us. We shall remain ever grateful to
MD.Tanvi Newaz for his extraordinary gesture and relentless effort. We are also thankful and
acknowledged to Sarwar Azam Khan (Finance Director & Company Secretary) and Mohammad
Masud-Al-Monwar(HR Manager),GlaxoSmithKline, Bangladesh. Without their direct help,
suggestion, and assistance it was impossible for us to complete this report.

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 EXECUTIVE SUMMERY

Strategy & HRP, Human Resource Forecasting, Job analysis, Recruitment and Selection process
is a segment of human resource process; as such we have chosen this topic to make it
understandable. We have divided this report in some sub segments. We have tried our best to go
through their Strategy & HRP, Human Resource Forecasting, Job analysis, Recruitment and
Selection process within small time.
The report starts with a general introduction GlaxoSmithKline,Bangladesh As well as its
purpose, scope and limitation. Then this report proceeds onto the preliminary talk about
GlaxoSmithKline,Bangladesh . It is one of the famous Multinational companies in our country
and across the world. It is famous for its quality consumer and Pharmaceutical products. Afterward
here discuss about GSKs Strategy & HRP, Human Resource Forecasting, and Job analysis.
After that we focus GSK Bangladeshs Recruitment and Selection process describing the different
steps of it. Following steps are arranging written exam, taking interviews, and finally the medical
checkup. In this report, some other important topics of their HR division are also discussed. After
completion of this report it can easily say that efficient, competent and active part in Strategy &
HRP, Human Resource Forecasting, Job analysis, Recruitment and Selection process take a
company to the peak of the success.

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TABLE OF CONTENTS

Title Page No.

Objectives of the Study 5

Company profile 6

Staffing strategies 8

Job analysis 10

Recruitment process 14

Selection process 17

Human Resource Forecasting 20

Conclusion 23

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 Bibliography 24

Objectives of the Study

Broad Objective:
To know overall about the company of GSK Ltd. and the Strategy & HRP, Human Resource
Forecasting, Job analysis, Recruitment and Selection process of that company.

Methodology

Source of Information:
1. Primary: The primary information collected through face to face interview.
2. Secondary: The secondary information collected from website, some other relevant sources.

Scope of the research

The report conduacts with the Strategy & HRP, Human Resource Forecasting, Job analysis,. The
study will allow learning about the Strategy & HRP, Human Resource Forecasting, Job analysis,
Recruitment and Selection process, importance, modern techniques and models used to make it
more efficient. Moreover the study will help to differentiate between the practice and the theories
that direct to realize how the organization can improve their Strategy & HRP, Human Resource
Forecasting, Job analysis, Recruitment and Selection process.

Limitations of the research

The main limitation of the study is the collection of information because most of the information
is confidential. So they dont want to disclose them.

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Company profile:

GlaxoSmithKline is a worldwide recognized company. Products of GlaxoSmithKline are used

by millions of people around the world, helping them to do more, feel better and live longer.
They have three primary areas of business in pharmaceuticals, vaccines and consumer
healthcare. GlaxoSmithKline started operations on 1 January 2001 following the merger of
GlaxoWellcome plc and SmithKline Beecham plc. Headquarters is situated in London, United
Kingdom. GlaxoSmithKline (GSK) Bangladesh Limited carries with it an enviable image and
reputation. In 1949 the Company commenced its journey in Bangladesh with its corporate
identity as Glaxo in Chittagong as an importer of products from the Glaxo Group Companies. It
started spreading its spectrum from being an importer to a manufacturer by establishing its own
manufacturing unit at Chittagong in 1967. The fGSKlity till date is considered as one of the
Centers of Excellence in Global Manufacturing & Supply Network of the Group. The global
corporate mergers and acquisitions have seen the evolution of the Companys identity in the past
6 decades. In line with mergers and acquisitions the identity changed from Glaxo to Glaxo
Wellcome Bangladesh Limited following the Burroughs Wellcome acquisition in 1995 and
finally to GlaxoSmithKline Bangladesh Limited during 2002 after merger with
SmithKlineBeecham in December 2000.

Mission:

Improve the quality of human life by enabling people to do more, feel better and live longer.

Vision:

We undertake our quest with the enthusiasm of entrepreneurs, excited by the constant search
for innovation. We value performance achieved with integrity. We will attain success as a

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world class leader with each and every one of our people contributing with passion and an
unmatched sense of urgency

Value:
Transparency
Their business evolves to meet global challenges and transparency is integral to this. They are
open to challenge and innovation. This effect the way they do business, work with external
groups and interact with each other.
Respect for people
For developing respect for the people they develop following behaviors:

flexible thinking
building relationships
developing people
enabling and driving change
continuous improvement
customer driven

Focusing patients

They try hard to improve the health and wellbeing of people, in spite of where they live or their
ability to pay

Integrity

GSK has passed long time in their business. Every day they think about innovation and
improvement for patient and consumers. They believe they will ensure what is right for their

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patients and consumers are at the heart of every decision they make. In so doing, theyll
demonstrate integrity in action, at every level, every day.

Product names of GSK Bangladesh:

Consumer goods are: Horlicks, Chocolate Horlicks, Junior Horlicks, Mother Horlicks, Horlicks
Lite, Boost, Maltova, Glaxose, Viva, Engerix B, Havrix, Varilrix, Priorix are few vaccines.
Acticol, Ceporex, Zinnat, Lotrix are few reknow prescribed medicins.

Organizational hierarchy (highlighting HR department)

Director of HR

HR Manager HR Development HR Executive Training Manager

Manager

Staffing Strategies:

Staffing is one of the most important jobs of Human Resource Management. This refers to filling
open position - either by hiring new employees or by reassigning persons already employed.

a) Acquiring or Developing talent: We can see both of the strategies in the organization.
Most of the times GSK acquire the employees for the pharmaceutical department
vacancy. Basically it occurs in the lower level. In Consumer department Acquiring is too

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 few. On the other hand, we can see developing talent is more in top level of the
organization. GSK follow developing strategy more in Pharmaceutical.
b) Lag or Lead system: GSK follow lead system. They are in Growth stage so they totally
fill their vacancy of the organization.
c) External and internal hiring: For the starting position, means the fresher position GSK
hire employees in an external basis from different external sources, for example through
advertising, part time worker. Internally they hire employee from the fulltime employees.
d) Core and flexible workforce: Regular fulltime and part time employees are known as the
core work force of the organization. On the other hand, flexible work force refers the
employees who work as contractual based or temporarily. All top positions and mid level
positions of GSK are filled by core work force. Mainly security staffs and cleaners are
from flexible work force.
e) National or Global: Most of the employees of GSK Bangladesh are national. GSK
Bangladesh followed Global staffing strategy for the Chairman and GM Consumer
healthcare position.

INITIAL DECISIONS TAKEN BY THE ORGANIZATION BEFORE STARTING HRP

Comprehensiveness of planning: Project and population based, these two types of planning
process are used to achieve a business plan. When company need employee for certain time in
that time they think about project based HRP. As GSK also offer Pharmaceutical products, it
needs expert people is specific field like PharmGSKsts. In that situation organization think about
population based HRP.

Planning time frame: GSK use short term planning. In the third quarter they analysis the total
scenario of their business and find out the lacking of Business. If they see any vacancy in the
third quarter, they fill that gap. They also use long term planning frame for the skill based work
force.

Roles & Responsibilities: The roles & responsibilities has been determined as part of HRP. HR
staff takes the lead in proposing which types will be undertaken and also making suggestions.
Final decision is taken by the Director of HR.

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Job Analysis

The analysis of subdivision work in the organization both at the level of individual job and for
the entire flow of the production process. job analysis can be defined as an examination of the
jobs in an organization with a view to documenting the knowledge, skill and abilities (KSAs,
Experience) associated of this process are referred to either as a job description or a job
specification. In GSK the Human Resource Department performs Job Analysis for each and
every job. While Interviewing the HR manager, we figured out how they conduct their job
analysis and the entire process.

Jobs Analysis process:

1)Determine the job or process:

firstly comapnay decides which information its needed and how to use it. concurrent is
every depatment participates genenarally to fill-up vacancy and sequential is every indibidual
department takes owns employee separately. GSK is following concurrent.

2) Determine the Method

depends on cost, time, flexibility,validity & reliability organization chooses method. GSK
takes candidates interview with 360 degree evalution and Questionnaires are used by human
resources personnel to analyze jobs, understand the traits necessary for performance and create
accurate job descriptions. Such documents are usually completed by current employees. In GSK
structured questionnaire method are followed by the organization. Here the employees are given

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a properly designed questionnaire aimed at eliciting relevant job-related information. After
completion, the questionnaires are handed over to supervisors. After everything is finalized, the
data is given to the job analyst. Questionnaire method is highly inexpensive as it covers a large
number of job holders at a time.

3) Examine the recorded data

GSK review information and stickly maintaince chain of command. therefore its become
easy to clarify all datas.

4)Define & formalize new Method & performance stander job

After the above steps are completed they actually analyze the job through checking the
Questionnaire or the interview results that they have taken. This helps the manager to understand
the job activities, the human traits and skill needed to perform the job, etc.

5)Maintain New Method & performance standard for the job

it is one thing to have formal written documeents specifying the duites, tasks and KSAs required
for job success, but it is quite another to ensure that these new methods and standers for
performsnce are put into practise.there are four methods

Communication and training

Supervisory reinforcement

Enployee feedback

Reward systems

Job analysis is a very current process. The day to day life of people is changing very rapidly.
Peoples choice, needs are changing every day. Competitors are offering various things every
day. With the speed of the world the job responsibilities are changing. So is important to do job

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analysis after every certain time. But unfortunately GSK Limited does not do this. The job
analysis they are using is very old. It was done at the beginning of the companys establishment.
From then it is used without doing it updated. We could not much information about this as the
person we have talked has joined GSK very recently and he does not know much about this. So
we cannot provide information about the job analysis process of GSK Limited.

But still, the role of job analysis information is very important in HR activities of GSK Limited.
They are used in:

HR planning: like all other organization, job analysis is important for GSK Limited too.
From job analysis information the duties of a job is find out. So for doing those duties
how many people will be needed, how many persons are extra, these things can be found
out easily. So on the basis of the information of job analysis, HR planning is done.

Recruitment: when the advertisement of any vacancy of GSK is given, a lot of applicants
apply for the job. From them who are suitable for the job can be finding out by using job
analysis information. Among all the applicants, most suitable applicants can be finding
out like this.

Selection: before selecting a person in a particular position, the persons KSAOs must
have to match with the duties of the job. So the information of job analysis is important to
choose the right person for the right job.

Performance appraisal: the performance of a person on a particular position is measured

in comparison to the job analysis information in GSK.

Training and development: if any employee of GSK lacks any particular issue or needs
some development in any area, they are selected for training and development. Job
analysis information is used for this.

Designing compensation system: the compensation of the employees of GSK is given on

the basis of how much work they are doing. It is based on the information of job analysis
as well.

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 Succession planning: like all other organizations, succession planning is important for
GSK. The employees are nominated and given proper guidance as per as the duties and
responsibilities of the particular position.

HR planning

Succession
Recruitment
planning

Job analysis
Designing
compensation
Selection
system

Performance Training and

appraisal development

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 Internal staff or external consultant expense
organization and coordintion
purpose of communication
workflow and time frame
jobs analysis

Recruitment

The recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organizations. Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the interviews and requires many resources
and time. If we look for the more specific definition of recruitment process we can say,
Recruitment refers to the process of attracting, screening, and selecting qualified people for a job.
For some components of the recruitment process, mid- and large-size organizations often retain
professional recruiters or outsource some of the process to recruitment agencies. Now lets see
what GSK do regarding recruitment.

External recruitment:

The external recruitment procedure is a very difficult HR Process, which involves several parties
and the apparent follow up of the individual process steps is essential. The HRM Function is

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responsible for setting and defining the external recruitment process and it has to be sure to solve
several success factors in the external recruitment process. The objective of the external
recruitment process is to identify and attract job applicants from outside the organization. In
external recruiting, the organization is trying to sell itself to potential applicants, so many
principles from marketing are applied improve recruiting yields. From among these applicants
hiring decisions are to be made. GSK is mainly done the external recruitment for their sales force
in the entry level for the pharmaceuticals department. Sometimes they do it also for the upper
position.

Planning Phase issues:

Organizational issues: The external recruitment of GSK is centralized. It is coordinated by the

central HR group. Equal employment opportunity of all employees is maintained here very
strictly.

Administrative issues of internal recruitment:

Requisition: This is done by using an exact form. At first the line managers then HR managers,
then finally managing director approves this. After this recruitment process starts.

Timing: GSK uses time sequence concerns. They recruit people only when it is needed.

Selecting recruiters: The person who have strong interpersonal knowledge about the job and the
organization, career development, technology skills and who is zeal about the organization, such
kind of persons are selected as recruiters in GSK.

Training recruiters: The recruiters are given proper training so that they can find out the proper
candidates for GSK.

Rewarding recruiters: Like the other employees, the effective recruiters of GSK are given
bonus and other fGSKlities as reward.

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Strategy: GSK mainly uses targeted strategy for recruiting people. It recognizes division where
qualified applicants are likely to be found. Better person job match is maintained by this strategy.
The candidates with specific strategy are easy to found by this so they use this strategy. For
example for the position of a sales executive, the person has to graduate and have science
background in HSC. This type of information is given in the vacancy advertisement of the job of
medical representative.

External sources of recruitment for GSK

We have said before that GSK uses external recruitment process in hiring new employees.
So its obvious that they will have very sound built external sources. Here are some sources
are mentioned below:

Open recruitment: For the external recruitment GSK follows the open recruitment
process. They give advertisement in the newspaper and inform the candidates so that anyone
can apply for the job.

Walk in-interview: Sometimes GSK organize walk-in interview for the recruitment

Executive search firms: Executive search is the counseling process of recruiting

individuals to fill senior executive positions in organizations. Executive search may be
performed by an organization's board of directors, or by an outside executive search
organization. GSK uses this source in sometimes but as this source is a little bit expensive they
usually try to avoid this method or the source.

Job Fair: A job fair is also referred generally as a career fair or career expo. It is a fair
or exhibition for employers, recruiters and schools to meet with potential job seekers. Expos
usually include company or association tables or booths where resumes can be collected and
business cards can be exchanged. In the college setting, job fairs are commonly used for entry
level job recruiting. GSK recruit entry level employees from job fairs usually held in the reputed
universities.

Steps in External recruitment for GSK Bangladesh

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 To hire employee externally GSK go through some steps. The steps are described briefly
below:

Database Search: In this step the HR people people decide their need for new employement.
Usually they decide their new employement need at the beginning of the first quarter of the year.
They usually select their need in a hypothetical manner. Beside that here the HR personals set
with the line managers to find the line managers need. After that they decides their feture need.

Advertisement: Here they go for advertisement for their job opening. They usually put on
advertisement of the reputed newspapers.

Networking and referrals: Usally the HR people know so many people so that they make their
network usally. By this way they also use refarrals.

Processing of application: In this step GSK HR personals procedure the application that they get
from the interested employees. This means they bit down the applications and select the persons
they will call for the next steps of their recruitment progression.

Submission and Interview: In this step GSK takes written exam and from the written exam the
select some person and ask them for the interview and they took the interview.

Feedback and offer: Here HR people basically select the person whom they are going to recruit
and sent them offer later.

Internal Recruitment

Internal Recruitment is the planning phase deals with organizational and administrative issues
regarding identification of applicants. Internal Recruitment Strategy is formed to know when,
where and how to look for internal applicants. Searching for internal candidates establish the
message to be communicated and the medium through which to notify a vacancy.

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Mobility path and policies:

Mobility path is the occupational progress of an employee in an organization. This can be in the
form of getting promotion, demotion or job transfer both in and out or getting more responsibilities.
Traditionally 90% of the organizations follow the upward movement of the career mobility path
i.e. getting promotion to the upper position of the organization. Here the employee may have to
compete for the post from their performance appraisal records or their experience. Usually the
employee who would receive the promotion is identified earlier by the organization and he/she
receives the promotion in proper time. The promotion is also a part of internal recruitment. The
only mobility path that the GSK BD Ltd follows is giving promotion to the employee. The upward
promotion ladder depends on the seniority and experience. The more experience the employee
gets, the more chance he/she has for getting promoted.GSK BD LTD identifies the potential
employee for promotion by counting the employees experience. Although they also count the
performance appraisal, this does not affect the mobility path much. Since the number of employee
is less in GSK, so there is also not much competition for the upward promotional ladder.

Administrative Issues:

GSK mainly focuses on administrative issues. In this issue certain things are specific that helps
them to recruit employees. First of all, Requisition refers to fill a position by higher-level
management is essential to the internal recruitment process. Secondly, GSK internal recruitment
budgeting process is most important issues. This process is closely mirror to the budgeting process
that occurs within the external recruitment. Finally, GSK also follows recruitment guide. It is a
formal document that details the process to be followed to attract applicants to a vacant job.
Included in the plan are details such as the time, money and staff activities required to fill the job,
as well as the steps to be taken to fill the vacancy

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Strategy: mainly closed strategy is followed for internal recruitment. At first managers notifies
the vacancy then gives list. Positions are filled by the managers. It is usually done in the mid level.

Strategy taken for Internal Recruitment in GSK

According to HR Organization can follow three strategies .They are open, closed and
targeted.GSK follows closed strategy which means they informed all the employees about the
vacancies .According closed recruitment strategy they follow the following steps for recruiting
internal employees.

1) Manager Notifies HR of vacancies

2) HR searches files of candidates

3) HR gives list of candidates to managers

4) Manager interviews candidates

5) Position filled by applicant chosen by manager

Sources of candidates:

Nomination: line manages of GSK Ltd nominates some employees and by judging their
performance some of them are chose. In house temporary pools: from interns they select
employees. But the interns must have to go through all the tests and interviews.

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 Skill inventory: Use HRIS for recruiting internal employess. They have own database
sytem. Its very developed , secured and keep confidential. GSKs information sytem
provide adequet information and it is user friendly.

Communication Message and Medium:

As communication message managers tell the employees abot there realistic job posting and work
condition. In addition, they tell about the real senario of the job to the candidates. Emphasize the
value and culture of the organization which is called branded the organization. Managers also
pointout how the job matches the needs of the applicants.

Potential supervisors and peers recommendation is used. Besides grapevine (informal system)
plays an important role in internal selection of employees.

The overall selection process and factors having an impact on the selection process:

The selection process includes the reference and background checks that are carried out to verify
if the facts and matters mentioned in the CV are valid and correct. Once the candidates are being
shortlisted for a job, they check the background and reference etc. and thorough out evaluation, if
the skills mentioned in the CV are right or not are being re-evaluated.

Even in GSK, the candidates that come through reference and those who are about to be
recruited are being checked thoroughly. The manager examines the qualification, skill, and work
experience of each candidate and determines his suitability for the job through the selection
procedure.
Initial
Screening

Interview

Assessment

Background
Check
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 Medical
Check

Job Offer

Subjective Method of Forecasting (Demand)

GSK do only the subjective or judgmental techniques for forecasting. They do not use quantities
forecasting technique for forecasting. Subjective techniques rely heavily on qualitative
information supplied by managers, supervisors, human resource planners and other to develop
estimation on personnel needs. The techniques are-

Managerial Estimate/Expert Forecast

Delphi Technique
Nominal Group Technique
Zero Based Forecasting

Managerial Estimates:
It is a bottom up approach. The line managers of the GSK do the first forecasting. Each unit
manager makes an estimate of human resource needs for the period of time and encloses
them by the planning cycle. As the process moves upward in the company each higher level
of management estimates its own needs and incorporates the input from each of the
immediate preceding levels.

Delphi Technique:
Delphi technique is a program of sequential and interrogation which is conducted through
questionnaire combined with information feedback on the opinion expressed by the other
participants in previous rounds. Advantage of this technique is that it avoids any problem
associated with face-to-face groups. Disadvantage is that the time and cost associated with
the technique and the subjectivity. It is not used frequently.

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 Nominal Group Technique:
It is a cooperative/team decision of line managers of the GSK. There is face-to-face meeting
and interaction within the groups. Each demand estimate is considered to be the property of
the entire group and to be the interpersonal in nature. After estimating demand experts voted
all the groups and rank them. Experts receive the highest rate during the voting process is
deemed to be the groups forecast.

Zero Based Forecasting:

In this technique use the organizations current staffing level as the starting point for
estimating future requirements. GSK Company use Zero Based Forecasting for filling any
vacant position or the creation of any new positions or jobs. This approach is also use for
addition to staff or replacements of current staffing.

Among these demand forecasting techniques GSK use Managerial Estimates, Nominal Group
Technique and Zero Based Forecasting hypothetically. They do not use Delphi Technique so far.
There is no questionnaire for forecasting demand and supply.

Actions taken if there is gap between demand and supply:

If there is a shortage of employees in any department, GSK usually goes for external hiring.
They dont prefer internal hiring. For a temporary basis, they use overtime for that position. But
they try to recruit as soon as possible.

Usually GSK follows fully stuff approach. So it never happens that there are more employees
than needed. So surplus of employees never happen in GSK so far.

Recommendations:

1) GSK dont do job analysis frequently, using the old one for a long time. So they
should do job analysis on a regular basis for the betterment of their business.

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 2) GSK use only qualitative method for demand forecasting. It is not possible for
getting the perfect information by this. So they should use some quantities
approaches trend analysis, ratio analysis as well.

3) GSK takes a huge number of employees from reference rather than judging their
qualities. It could affect the quality of the work.

Conclusion

GlaxoSmithKline ia one of the most prominent multnationl pharaceuticals company in

bangladesh was wstablished to provides a good and sound health protection medicine to our
people. it can be said that GlaxoSmithKline Bangladesh limited has created leadership position
in pharmacetical field through its high quality product, service and research and development
programs. however, it should maintain its existing goodwill as improve its market share to
survive.

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Reference:

Websites

www.wikipedia.com
www.investopedia.com
http://www.assignmentpoint.com/science/pharmacy/internship-report-on-financial-
backup-of-glaxosmithkline-bangladesh-ltd.html
http://www.gsk.com.bd/search-result.aspx?cs=jods

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