1. Prepared by:
Ariful Islam
MBA-160170636
Submitted To:
Dr. Md. Khairul Islam
Faculty, Human Resource Management
Department of Business Administration
Northern University Bangladesh
HR Practices in Renata Limited 1

2.  Brief History
The company began its journey as Pfizer (Bangladesh) Limited in 1972. It passed two
successful decades as a subsidiary of Pfizer Corporation. In the late 1990s Pfizer had shifted
from formulations to research and in 1993 the company named as Renata. Since its inception it
was conceived to manufacture ethical drugs
 Company Profile
Renata Limited is publicly listed pharmaceutical company which exports to multiple countries.
Renata is listed on the Dhaka Stock Exchange with a market capitalization of almost US $400
million. Company profile of Renata is appended below:
 Type of Company: Listed Public Limited (Dhaka Stock Exchange) Turnover: 5090.3 million.
 Market Capitalization: $ 400 million.
 Quality Recognition: 1S09001- 2000 (DNV)
 No. of Employees: 3,485 employees.
 Mission
Mission statement describes a company's function and fundamentals. The mission of Renata
Limited is:
"To provide maximum value to our customer, shareholders, Colleagues and communities
where we leave and work"
The mission statement articulates the company's purpose both for the organization, for the
public as well.
HR Practices in Renata Limited
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3.  Vision
Vision is the ultimate goal of an organization. The vision of Renata is as under:
"To establish Renata Permanency among the best of
Innovative branded generic companies.”
By using their innovation Renata permanently wants to establish as a one of the best
Pharmaceuticals Company
 Products/Services
Renata has more than 145 molecules in over 257 dosage forms. Few of the products
are given
below:
Pharmaceutical Products
Anti-bacterial Preparations- Furocef
Anti-spasmodic Preparation- Algin
Anti-diabetic Preparations- Mepid
Hemostatics Preparation- Xamic
Anti-asthmatic Preparation- Odmon 5
Vaccine- Rabipur
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4.  Business Activities:
Renata is one of the leading Pharmaceutical companies of our country which
successfully passed three decades already. With all the modern facilities Renata
manufactures medicine in different formulations like tablets, capsules, ointments, cream
and injection sales contribution by business unit of last year is given in chart 1
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5.  Financial performance
In terms of turnover Renata Ranks 27th among the listed company of stock exchange of
the country. Among the pharmaceuticals company it ranks number 11th. Turnover of
the company during 2014 was USD 5,823,362.00. Renata has a growth of more than
20% over last years.
Financial performance of last year is shown in chart 2
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6.  This report has been prepared primarily for the fulfillment of the Human Resource
Management course, which is an essential part of the MBA program of Northern
University Bangladesh.
The objective of this report is:
 1. To know about the Renata Limited and its HR practice.
 2. To find out the kinds of training provided by Renata to its employees.
 3. To look on the frequency of training provided by Renata to its employees.
 4. And finally whether the training provided by the organization has any impact
developing the employee.
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7.  To complete the paper both primary and secondary data were required. Interviewing the
HR Executive of the company collected primary data and secondary data were collected
from company’s documents, web sites and books.
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8.  Scope:
Renata Limited is one of the leading organizations in Bangladesh. This organization has
different departments, different products, different services and different customers. As
an intern in the Corporate Headquarters of Renata Limited, I have got information and
details regarding training initiatives limited to only to what I observed in the Renata
premises. The report covers the functions and the performance of the Human resource
department of Renata Limited.
 Limitation:
Primary limitation of the report is that it is based on facts, accumulated from word of
mouth, while consulting secondary data. Some information presented in the report may
be biased, as people tend to avoid their own limitation regarding their job and tend to
hold other departments responsible for drawbacks of their own. As the report is not a
comprehensive one, rather based on a single facility of Renata Limited and also based
on a limited number of department employees so any ultimate decision may not be
drawn about the whole organizations training facility.
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9.  Human resource management issue is now a vital element for every company. It is
especially obvious for the manufacturing industries. Human resource policy of Renata
Limited will ensure to retain the best and effective employees at all level of the
hierarchy. Now in the competitive global market human resource is the most welcomed
resource than other resources. So to motivate and update the employees of Square
Pharmaceutical Limited it has developed. Its own compensation policy, training and
development policy, recruitment and selection policy, and career development policy
and soon. It is believed that through utilizing the human resource policy it will able to
attract and retain more employees to reach its target within a short period of time.
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10.  Renata Limited intends to attract the talented pool of personnel existing in the country.
It does its utmost to provide them with an excellent equal employment opportunity,
which will benefit for the organization fully and enhance the employees’ career to the
future. Outstandingly, the grounds of Renata Pharmaceutical Limited will encourage the
cerebral resources of the organization and keep it as long run as possible with a finest.
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11.  For executive positions, skilled, experienced and reputed employees are hired form the
outside.
 For marketing department, the company fills higher positions through internal
promotion only.
 Fresh graduates are recruited at the entry in the post of medical promotion officer. The
company does not seek any experience for recruiting entry-level employees.
 Following preliminary interview, written test and final interview; medical promotion
officers are selected on a temporary basis. The temporary selected applicants are then
sent for six weeks induction training.
 After the completion of training, the employees are appointed for six months as
probationary period.
 On completion of probationary period, the company undertakes performance appraisal
and selects the qualified employees permanently.
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12.  At first Renata Limited collects applications from candidates those have been dropped
by them either unsolicited or solicited in the response of advertisement that are
published in national media’s.
 Once the pull of applicants applied for the vacant position, Renata Limited takes
examination of them, which is a written examination.
 Then among them who passed the written examination successfully are invited to attend
an oral test or viva, which is called the Managerial Viva. Here potential candidates are
interviewed by the Personnel Department Manager or by the Manager of the department.
 Those that get the green signal from the Managerial Viva then are asked to face a
Comprehensive Interview in front of the Board of Directors. This is called Directors Viva.
As all
 know that Renata is a leading National company, it is run by a Board of Directors
consists of the owners and stockholders.
 These members of the Board of Directors take the final decision about selecting
employees from the peoples. This is the overall selection process of Renata Limited.
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13.  Training involves employees acquiring knowledge and learning skills that they will be
able to use immediately and employee development involves learning that will aid the
organization and employee later in the employee’s career.
 Training and Development Strategy of the Renata Limited: Training and development is
now a significant part for every organization to update and make workforce competitive
in the company to perform effectively and efficiently. Renata Pharmaceutical Limited
would take training and development program for it is every level of the workforce. It
will conduct based on the performance and base on the situation. It will highlight to
update its workforce through external training center, as it has no internal training
institution. Here those who will receive training, have to maintain a permanent contract,
which will ensure retain of those upgraded workforce.
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14.  Renata Limited is concentrating on competitive compensation package for its all level of
employees to ensure to retain and motivates its employees. To gain competitive
advantage it has conducted salary survey. It is highly encourage performing its
employees the best because Renata Limited will maintain performance based
compensation system. On the other hand, promotion and salary increment will obviously
depends on the performance of the employee in a fiscal year. Other allowances will be
provided based on the organizational hierarchy. The compensation packages of the
company is discussing below.
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15.  As Renata Limited is one of the leading national companies of Bangladesh its human resource policies
are much more competent and well organized than any other organization of Bangladesh.
 Even many Multinational companies are falling behind in the means of human resource practices than
Renata Limited those are competing with the mentioned company.
 The training process of Renata Limited is very widely spread to fulfill employees need to be more
competitive. Each level of employees are facilitate with the training and development programs of
Renata.
 Employees are trained both on the job training along with off the Job Training. Both internal and
external trainers are available to train employees in the organization.
 But the lacking of Renata Limited’s development system is that it does not have any Training Institute
of its own. Renata Limited has the structural support to establish a training institute to build its
employees as it requires.
 In the selection process of Renata it does not have any physical examination of the selected employees.
 There is no specified process of the Background Investigation of the selected employees. It is
recommended that it should adopt these steps also in the selection process which will help them to
have more competent employees in the organization.
 Compensations and benefit programs are standard enough in Bangladesh to retain employees in the
organization but as Renata Limited is a company which is competing with many global companies so it
should develop a compensation program which will be competitive enough to attract not only
Bangladeshi candidates but also the candidates those are globally competitive.
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16.  Renata Limited is a very well known national figure in Bangladesh. They are the biggest
organization in Bangladesh. Renata Pharmaceutical Limited has a very well reputation for
this working environment. Usually they only recruit people for all-level jobs, because
they believe in the internal growth of their current employees. So it is easily
understandable that Renata prefers their current employees first. That is why employees
do not leave this organization. It is also true that Renata has a number of good
employees who are talented as well as committed to the organization. They have very
good communication skills. This is because of Renata Limited’s strong recruiting and
selection process. Before taking employees they analyze on those position. They find out
what are the responsibilities they should perform and what is the recruitment to perform
those activities. Renata Limited has a structured planning for those processes. They
conduct the processes in different steps. For this reason they have to spend time but
finally they are being able to get the most prefect employees for their organization.
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17.  Class note and journal provided by course instructor.
 Fundamentals of Human Resource Management – David A. Decenzo, Stephen P. Robbins,
Susan L. Verhulst
 Human Resource Management-Cynthia D. Fisher/Lyle F. Schoenfeldt/James B. Shaw.
 http://renata-ltd.com/
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