Submitted To
Dr. Ikramul Hasan
Assistant Professor,
Department of Human Resource Management
Independent University Bangladesh
Submitted By
Name ID
Sayeda Tamanna Maliha 2130363
Raffat Afsara Hossain 2031358
Nazifa Noor 2110794
Riashad Ahmed Rishad 2121136
Ahmed Towsif Tahmid 2120617
School of Business Entrepreneurship
Section: 01
Course: HRM-370
Independent University Bangladesh
Date of Submission: 30th November, 2023
Acknowledgement
In order to complete our report, we needed to rely on the assistance and guidance of our teacher,
to whom we are eternally grateful. This report's completion brings us great joy. We’d like to
express my gratitude to Dr. Ikramul Hasan of Independent University in Bangladesh for giving us
with the guidelines we needed to complete this report during consultations.
We'd also like to express my heartfelt appreciation to everyone who helped us write this report,
both directly and indirectly.
Abstract
This research looks into NARST Pharmaceuticals, a developing business in the pharmaceutical
sector of Bangladesh. It describes the organizational structure, workflow, product line, and
mission of the business. The company's carefully thought-out pay plans, which are intended to
draw in and keep top staff, are highlighted in the study. NARST's competitive position in
employee compensation is examined through comparative assessments with two other companies
operating in the same industry. The paper underscores the interdependence of global alliances,
corporate collaborations, and governmental endeavours within the pharmaceutical sector. The
paper functions as a roadmap for NARST as it advances, including suggestions for improving
regulatory frameworks, cultivating a compliance culture, and increasing transparency. The
document summarizes the operational nuances and strategic goal of NARST Pharmaceuticals,
establishing the company as a major participant in the dynamic pharmaceutical industry.
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Table of Contents
Acknowledgement ....................................................................................................................................... 1
Abstract........................................................................................................................................................ 1
Part-1 Introduction of NARST Pharmaceuticals ..................................................................................... 3
Part-2: Develop a mission, vision, and objective ...................................................................................... 4
Part—3: Product Line ................................................................................................................................ 5
Part-4 Hierarchy of NARST Pharmaceuticals ......................................................................................... 6
Part-5 Job Description & Addressing the Hierarchy .............................................................................. 7
Part-6 Workflow ....................................................................................................................................... 10
Part-7 Compensation package for each position in the hierarchy........................................................ 12
[Link] your compensation package with other two organizations operating in the same
industry ...................................................................................................................................................... 17
Part-9: Conclusion .................................................................................................................................... 21
Reference ................................................................................................................................................... 22
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Part-1 Introduction of NARST Pharmaceuticals
The pharmaceutical industry is one that stands out as an essential component of innovation,
growth, and improvement in health in the dynamic and ever-changing economic environment of
Bangladesh. In terms of both local consumption and worldwide recognition, Bangladesh has
made impressive advancements in the pharmaceutical industry. In light of this, we are happy to
introduce "NARST Pharmaceuticals," a vibrant and progressive company that is well-positioned
to have a big influence on Bangladesh's pharmaceutical sector.
NARST Pharmaceuticals emerges as a response to the growing demands for high-quality
healthcare solutions and medications within the country and beyond. NARST aims to have a
significant impact on the pharmaceutical industry worldwide and enhance the well-being of the
Bangladeshi people by attending closely to their healthcare requirements.
Bangladesh's pharmaceutical sector is well-known for its dedication to creating high-quality,
reasonably priced pharmaceuticals. In keeping with this philosophy, NARST Pharmaceuticals
strives to surpass industry norms rather than just meet them. The organization is motivated by a
feeling of duty to improve access to life-saving drugs, encourage wellness and good health, and
support Bangladesh's economic development.
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Part-2: Develop a mission, vision, and objective
Mission
The objective is to enhance the standard of human existence by delivering innovative
pharmaceutical goods derived from ongoing research and development, so
guaranteeing the contentment of all users.
Vision
Achieve broad acceptance as one of the leading pharmaceutical businesses focused on
creating value for patients.
Values
Product propels
○ Our organization conducts research on diseases and develops innovative
treatments and medicines to treat them. Our organization incurs significant
costs in the areas of drug discovery and marketing.
High ethical standards
○ At NARST, we prioritize fostering a culture of integrity by ensuring that all
workers possess a clear understanding of ethical behavior and adhere to our
policies and code of conduct.
Innovation is instrumental
○ We consistently identify the gaps in our consumers' needs and address them by
acquiring the most advanced technical expertise and cutting-edge machinery and
systems, in order to provide the highest level of value. We have an extremely
open attitude to invention, comparable to the vast expanse of an open sky. We
actively seek out opportunities to engage with top solution providers worldwide in
order to mitigate any technical deficiencies we encounter. Our receptiveness to
innovation enables us to create items that enhance the liveliness of our
consumers. Our products have gained widespread acceptance and consistently
provide our devoted customers with utmost happiness.
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Part—3: Product Line
NARST Pharmaceuticals or its product lineup for customers. However, we provide a general
overview of the types of products that pharmaceutical companies typically offer. Please note that
this information may not be accurate.
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Part-4 Hierarchy of NARST Pharmaceuticals
We provide a general structure for NARST pharmaceutical, it's important the specific hierarchy
and positions within NARST Pharmaceuticals would depend on the company's size, structure, and
business model. The names and roles of positions may also vary.
Hierarchy of the NARST Pharmaceuticals:
1. Top Management
o CEO
o Pharma Company Manager
o Chief Medical Officer
o Chief executive officer
2. Middle Management
o Pharma Company Team Leader
o Pharma Company Head
o Pharma Company Assistant Manager
o Pharma Company Consultant
o Associate Pharma company Manager
3. Operative Management
o Pharma Company Trainee
o Pharma Company PR Representative
o Pharma Company Administrator
o Territory Pharma Company Head
o Pharma Company Associate Intern
(Organogram of NARST Pharmaceuticals)
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Part-5 Job Description Addressing the Hierarchy
This report will examine NARST Pharma Limited's organizational structure in detail,
highlighting its well-structured architecture that has been implemented by our forward-thinking
CEO. The success of our organization is a result of the hard work and
dedication of our dynamic team of professionals, which includes everyone from senior
executives who guide strategic initiatives to hardworking workers at the grassroots level.
Let's delve into the intricate job descriptions that define our daily operations and
highlight our steadfast dedication to excellence.
Top Level
● CEO: The Chief Executive Officer is responsible for overseeing and directing all
aspects of the pharmaceutical company's management and operations; this falls
within their jurisdiction. Moreover, they bear the responsibility of supervising all
aspects of the enterprise, encompassing product innovation, advertising, and
revenue generation, while also establishing the organization's vision and
objectives.
● Pharma Company Manager: It is the responsibility of the Pharma Company
Manager to monitor and make sure that the pharmaceutical company's everyday
activities are running well. They work closely with other top-level executives,
particularly the chief executive officer, in order to design and carry out strategic
initiatives. This is an integral element of the process. In addition to this, they are
accountable for overseeing the company's financial affairs and deciding how the
assets of the company are distributed.
● Chief Medical Officer (CMO): The Chief Medical Officer is responsible for
supervising the scientific and medical activities of the pharmaceutical company.
By overseeing the clinical trials, they ensure that the company's products are
safe and effective.
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● Pharma Company Director: The Director of the Pharma Company is a senior
executive who is accountable for a certain department within the pharmaceutical
company, such as the research and development department, the production
department, or the marketing department.
Middle Management
● Pharma Company Assistant Manager: The Assistant Manager of the
Pharmaceutical Company is accountable for providing assistance to the Manager
of the Pharmaceutical Company in the process of managing the day-to-day
operations of the healthcare organization. Additionally, they might be in charge of
overseeing a certain group or division.
● Associate Pharma Company Manager: The Associate Pharma Company
Manager, as a mid-level manager, assumes responsibility for overseeing a
certain area within the pharmaceutical company, such as research and
development, production, or marketing.
● Pharma Company Consultant: The Pharma Company Consultant is a highly
skilled professional who offers valuable insights and support to the
pharmaceutical company regarding a particular matter or undertaking.
● Pharma Company Team Leader: The role of the Pharma Company Team Leader
entails guiding and supervising a group of employees, ensuring their work is
effectively managed. Additionally, they may have the important task of training
and nurturing their team members.
● Pharma Company Head: The Pharma firm Head is a senior manager in the
pharmaceutical firm. This person has the responsibility of overseeing a specific
department within the organization, such as a manufacturing plant or a regional
office.
Low Level
● Territory Pharma Company Head: The person responsible for overseeing the
marketing and sales activities within a specific geographical area is known as the
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Territory Pharma company Head inside the pharmaceutical firm.
● Warehouse Worker: The Warehouse Worker is accountable for the tasks of
receiving, storing, and transporting the products that are manufactured by the
pharmaceutical firm.
● Pharma Company PR: The Pharma Company PR is in charge of handling the
company's public relations as well as its relations with the media.
● Pharma Company Trainee: A Pharma Company Trainee is an entry-level
employee gaining expertise in a particular function within the pharmaceutical
firm.
● Pharma Company Administrator: The responsibilities of the Pharma Company
Administrator encompass providing administrative support to the pharmaceutical
company.
● Pharma Company Associate: As an entry-level position, the Pharma Company
Associate helps out with a wide range of duties within the pharmaceutical
company.
Overall, NARST Pharma Limited's organizational structure is a reflection of a well thought-
out framework that promotes operational efficiency, coordination, and functional
specialization. The obvious hierarchical leveling of duties and responsibilities indicates a
purposeful and systematic approach to managing the many moving parts of a
pharmaceutical company. The achievement of our business objectives can be largely
credited to the steadfast commitment shown by our dynamic team, which highlights the
critical role of a well-structured organizational framework.
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Part-6 Workflow
Research and Development (R&D)
• Uncover unaddressed medical requirements: Research and Development collaborates with
scientists and physicians to explore novel pharmacological targets and formulate possible
treatments.
• Drug discovery: Research and development scientists do studies to find and enhance lead
molecules.
• Preclinical testing: R&D professionals perform preclinical testing to evaluate the safety and
effectiveness of primary chemicals in animal subjects.
• Clinical trials: Research and development teams collaborate with clinical research
organizations (CROs) to create and execute clinical trials that assess the safety and effectiveness
of experimental medications in human subjects.
Regulatory Affairs (RA)
• Compile regulatory submissions: Regulatory affairs (RA) teams compile and submit regulatory
filings to regulatory authorities, such as the Food and Drug Administration (FDA), in order to
secure approval for new pharmaceuticals.
• Ensure regulatory compliance: Regulatory Affairs (RA) teams guarantee that the company
adheres to all relevant regulations during the whole drug development process.
• Address regulatory inquiries: Regulatory Affairs (RA) teams promptly respond to questions
from regulatory bodies and diligently work towards resolving any concerns raised.
Quality Assurance (QA) • QA teams establish and enforce quality standards for all stages of
medication development and production.
• Perform audits and inspections: Quality assurance teams carry out audits and inspections to
verify compliance with quality standards for all activities.
• Examine and resolve quality problems: Quality Assurance (QA) teams analyze and resolve any
quality problems that may occur during the process of developing and producing drugs.
Manufacturing or creation of goods or services.
• Expand manufacturing capacity: The production teams collaborate with the R&D department to
increase the scale of manufacturing operations, transitioning from small-scale production to
large-scale commercial production.
• Produce the drug product: Production teams create the drug product in accordance with
authorized manufacturing procedures and quality criteria.
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• The drug product is packaged and labeled by the production teams in accordance with the
approved labeling standards.
Logistics network
• Source raw materials: Supply chain teams acquire and get raw ingredients for the production of
drugs.
• Oversee inventory: Supply chain teams oversee inventory levels to guarantee an adequate stock
of raw materials and finished products.
• The drug product is distributed by supply chain teams to wholesalers, pharmacies, and other
healthcare providers.
Advertising and distribution
• Create promotional materials: Marketing teams generate promotional materials to advertise the
drug product to healthcare practitioners and patients.
• Sales teams provide sales training to educate sales reps on the drug product and its clinical
benefits.
• Distribute the pharmaceutical product: Sales teams distribute the pharmaceutical product to
wholesalers, pharmacies, and other healthcare providers.
Surveillance conducted after a product has been released to the market.
• Gather and evaluate safety data: Post-market surveillance teams gather and evaluate safety data
to oversee the safety of the drug product following its approval for commercialization.
• Post-market monitoring teams are responsible for identifying and reporting safety risks to
regulatory bodies.
•Healthcare providers should be informed of any possible risks associated with the drug product,
and post-market surveillance teams make sure that happens by communicating safety
information to them.
This workflow serves as a simplified depiction of the intricate relationships among several
departments inside a pharmaceutical firm. The precise duties and obligations of each unit may
differ based on the company's scale and organizational framework.
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Part-7 Compensation package for each position in the hierarchy
Developing and implementing compensation plans that help a business recruit, inspire, engage,
and retain staff members is known as compensation management. Benefits that workers receive
for their services to the company, both monetary and non-monetary, are included.
Positive employee engagement is critical to the success of any company's HR department.
Payroll, benefits, employment, and firing are under the purview of HR. Above all, these five
issues have the greatest influence on employees. Perhaps nothing motivates employees more
than remuneration above everything else. By giving them concrete benefits and wage increases,
it acknowledges them and supports favorable feedback. Ensuring fairness in the workplace is
greatly aided by compensation, which pays workers appropriately for their experience, degree of
responsibility, and talents. There are two types of compensation:
• Direct compensation: Any benefit that has a monetary value that is observable and
measurable is referred to as direct compensation. This covers recurrent payments like
commissions, bonuses, and salaries as well as perks like health insurance, paid time off,
and transportation.
• Indirect compensation: Any benefit that has no tangible value is referred to as indirect
compensation. This might encompass everything from insurance and protection plans
mandated by law to professional growth, chances for promotion, and retirement plans.
NARST Pharma Limited follows both direct and indirect compensation for the company.
NARST Pharma Limited has a compensation package in place that aids in keeping both part-time
and full-time staff members. Even though we plan to pay our employees competitively, we
nonetheless try to provide our staff with somewhat higher rates and wages to maintain our
position as a market leader. Prior to examining the compensation of these roles, we evaluate the
job positions in question and then look at similar positions in other firms. The amount of
compensation for the roles that NARST Pharma Limited is defining or reviewing is then decided.
About the pay scales in this instance, NARST Pharma Limited makes a very reasonable effort.
We work to ensure that the pay scale is set in a way that benefits both the employees and the
company.
Compensation related to facilities of NARST Pharma Limited:
Guidelines for compensation:
The goal of the compensation package is to draw in and keep exceptional employees. The
compensation policies' guiding concepts are: -
a) Background and Experience of the Individual.
b) Levels and developments in the external pay market.
c) Specific competencies needed by the business.
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d) The affordable nature of the business.
e) Statutory obligations of the company.
Salary of Employees:
NARST Pharma Limited is dedicated to upholding competitive wages and benefits that are
equitable to all workers in the local market. The management of NARST Pharma Limited keeps
an eye on shifts in the labor market and economy to make sure that the total pay package is
enough to draw in and keep top talent while staying within the company's means. The
management always considers the long-term financial effects of any changes in employee
remuneration in addition to the need to treat present employees fairly.
Gratuity Plan:
Considered a benefit plan intended to support the employee in retirement, gratuities are provided
to employees as part of their wage.
When an employee quits NARST Pharma Limited after at least seven years of continuous
employment, the company will provide them a gratuity equal to one year's basic pay for each
year that they have worked there.
Provident Fund:
A mandatory retirement savings plan overseen by the government is called a provident fund.
Contributions are made to a fund by the company and employee with the goal of supporting the
latter financially upon retirement. The government oversees provident funds, which have
minimum and maximum contribution amounts established.
A Provident Fund is awarded by NARST Pharma Limited to its employees upon completion of
seven years of service. The company matches 6% to 10% of the employee's basic pay, while the
worker pays 10% of his monthly basic income to the fund.
Basic Salary:
An employee's basic salary is the amount they get before any deductions or additions to their
total remuneration, such as bonuses, investments, dues, or overtime pay.
Increments:
Salary increases based on employee performance are referred to as increments. Employee
compensation increases will be granted by NARST Pharma Limited based on their acceptable
performance.
Profit Sharing:
Two forms of profit sharing exist:
1. dividends or bonus shares.
2. a certain portion of the earnings.
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Festival Bonus:
NARST Pharma Limited follows two types of festival bonuses for permanent employees and
they are:
1. No matter their religious affiliation, all corporate workers receive a holiday bonus on Eid-
ul-Fitr.
2. Furthermore, throughout the Eid-ul-Adha holiday, Muslim employees earn a festival
bonus.
3. All employees receive bonuses based on their respective festivals, except for Muslim
employees, who receive bonuses equal to one month's basic salary.
Performance Bonus:
NARST Pharma Limited provides a performance bonus after an evaluation of the employee's
work and a review of the projects they finished over a predetermined amount of time.
Loan Facilities:
When buying a car, NARST Pharma Limited provides an interest-free loan up to a certain
maximum loan amount.
Insurance Benefits:
Employee insurance benefits from NARST Pharma Limited vary from Tk. 100,000 to Tk.
250,000.
Basic Leave Entitlements:
1. Maternity Leave
2. Medical Leave
3. Tour Leave
4. Earned Leave
5. Hajj Leave
6. Casual Leave
Tuition reimbursement:
An avenue for businesses to assist with employee education costs is through tuition
reimbursement. The business will usually pay back a portion of the employee's tuition up to a
predetermined amount. NARST Pharma Limited provides tuition reimbursement from Tk. 50000
to Tk. 100000 to the employees according to their positions.
Promotion:
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Promotions are made from assistant manager of a pharmaceutical firm to head of a territorial
pharma company, etc. A worker will get promoted more rapidly if they work more effectively.
The organization carefully assesses employee performance before granting promotions.
Refreshment and Canteen Facility:
NARST Pharma Limited also provides refreshment and canteen facilities to all types of
employees.
Allowance of NARST Pharma Limited:
Basic Salary 30000-7000
House Rent Allowance 70% of basic
Medical Allowance 60% of basic
Transportation Allowance 50% of basic
Utility Allowance 50% of basic
Learning Facilitation Allowance 20% of basic
Based on the workflow of NARST Pharma Limited:
• Research and Development (R&D): Competitive pay should be provided to scientists,
researchers, and analysts working on drug discovery and development, along with extra
rewards for finding promising new therapeutic prospects.
• Regulatory Affairs: Professionals in regulatory affairs who oversee document
preparation and submission ought to get competitive pay in recognition of the crucial role
they play in getting regulatory clearances.
• Quality Assurance (QA): Professionals in quality assurance ought to get competitive
pay, with incentives awarded for upholding strict compliance and quality standards.
• Marketing and Sales: Base pay and performance-based bonuses linked to new product
launches, market share, and sales goals should be given to marketing and sales teams.
• Post-Market Surveillance:Experts in post-marketing surveillance and post-marketing
research ought to be compensated competitively, with bonuses dependent on regulatory
compliance and the efficiency of safety oversight.
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Based on the Hierarchy of NARST Pharma Limited:
Top-Level Management House rents, Telephone facility,
Increments,
Refreshments and canteen facilities, leave
facilities, festival bonuses, profit sharing,
performance bonus, medical facilities.
Middle-Level Management House rents, telephone facility, increments,
festival bonus, promotion. Refreshment
and canteen facilities, profit sharing, leave
facilities, insurance benefits, performance
bonus, medical facilities, loan facility
Low-Level Management Increments, refreshments and canteen
facilities, leave facilities, promotion, festival
bonuses, profit sharing, insurance benefits,
loan facility, performance bonus, medical
facilities.
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[Link] your compensation package with other two
organizations operating in the same industry
Pharmaceutical company salaries in Bangladesh range from 17,400 BDT (the starting average
wage) to 62,000 BDT (the highest compensation, which is greater than the actual amount). To be
clear, the amount shown isn't comparable to the legally required minimum wage. Instead, it is the
lowest amount mentioned in a pay survey with thousands of individuals and specialists from all
around the nation.
In our report, we are showing the comparison among our company- NARST Pharma Limited and
two other renowned companies- Renata Limited and Incepta Pharmaceuticals ltd.
Our company, NARST pharma limited, a leading pharmaceutical company in Bangladesh, pays
an entry-level compensation of 30,000 to 32,000 Taka. The pay schedule is in line with our
dedication to offering top-notch medical care.
Renata is a respectable pharmaceutical firm that pays between 30,000 and 37,000 Taka for entry-
level work. Its compensation policy indicates how committed the company is to attracting and
retaining bright professionals.
Another prominent pharmaceutical company, Incepta, offers a beginning salary of 33,000 Taka.
With a substantial portion of the market, Incepta pays its staff competitively.
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Entry-level salary on an average of the 3 companies
Senior workers and members of upper management typically receive bonuses at higher rates and
more frequently than junior employees. Because of the obligations that come with being higher in
the hierarchy, this is highly predictable. It is easy for those in high positions to receive bonus rates
that are double or triple those of those in lower positions.
Other compensation packages:
Gratuity Plan:
A gratuity equivalent to one year's basic pay will be given to departing employees of NARST
Pharma Limited after at least seven years of continuous employment.
Whereas, after seven years of continuous and verified service, Renata gives permanent male and
female employees a gratuity at the different rates according to the years of completion (i.e. 7years,
10 years, above 10 years).
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Conversely, in Incepta, an employee must have worked there for more than five years in order to
be eligible to receive a gratuity. Thus, they compute gratuity in this manner. Gratuity = Service
year * Last basic.
Provident funds:
After seven years of service, NARST Pharma Limited awards its employees with a Provident
Fund. The worker contributes 10% of his monthly basic income to the fund, while the employer
matches between 6% and 10% of the worker's basic salary.
While Renata consents that each employee's monthly contribution to the Provident Fund will
remain at 1/12 of his basic salary and that the company's contribution to the fund will match each
employee's commitment to the fund.
Incepta uses the traditional Provident fund approach while creating PF funds. A share of the
employee's pay was provided, and the corporation likewise contributed the same amount.
Following retirement, the employee receives a little sum of money from the company.
Bonus:
NARST Pharma Limited offers two types of festival bonuses for permanent employees: holiday
bonuses on Eid-ul-Fitr and Eid-ul-Adha, and performance bonuses based on their respective
festivals, except for Muslim employees who receive a one-month basic salary bonus. The company
also provides a performance bonus after evaluating employee work and projects over a
predetermined period.
Likewise, Renata's permanent staff will get festival bonuses equivalent to twice their base pay:
once for Eid-ul-Fitr and Eid-ul-Azha, and once more for significant religious holidays. In addition,
Renata offers its permanent staff bonuses in the amount of five monthly basic pay annually.
Two EID bonuses are offered by Incepta. These incentives are paid to employees in accordance
with their base pay. Regarding those bonuses, Incepta Pharmaceuticals has specific terms and
conditions. The employee must be six months or older to be eligible for permanent employment.
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They won't receive the incentive until after six months of work, even if they have been employed
for longer than five months. Additionally, Incepta offers a half-yearly bonus. Additionally, this is
based on their base pay.
Insurance:
Insurance benefits for NARST Pharma Limited's employee insurance range from Tk. 100,000 to
Tk. 250,000.
Renata provides insurance to unionized workers for a maximum of Tk. 90, 000 against accidental
risks and death at work or while on the job.
Employees are also granted access to group insurance benefits. Additionally, Incepta
Pharmaceuticals Ltd. offers life insurance to each and every IPL member.
Tuition reimbursement:
Apart from Renata and Incepta, NARST Pharma Limited offers tuition reimbursement, which
enables staff members to finance further education and skill development. When it comes to
helping employees further their careers, this can be a really useful perk. Tuition reimbursement
ranges from Tk. 50,000 to Tk. 100,000 according to the positions of the employees.
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Part-9: Conclusion
Finally, the thorough examination of NARST Pharmaceuticals has provided important information
on the organization's goals, workflow, product line, hierarchy, structure, and pay scales. NARST
Pharmaceuticals has shown its dedication to leveraging its pharmaceutical initiatives to positively
benefit the Bangladeshi economy by formulating a defined mission and vision. In order to meet a
wide range of needs and maintain a competitive advantage in the market, the carefully crafted
product line demonstrates a customer-centric approach.
The organization's proposed hierarchical structure creates a clear chain of command, which
promotes effectiveness and efficiency. Every job position in the hierarchy has a clear job
description, which guarantees that duties and responsibilities are well-defined and encourages an
efficient workflow. The developed workflow highlights teamwork and collaboration among teams
while showing the connections between different NARST sections.
In addition to being competitive, the pay plans offered for each position also take into account the
duties, abilities, and knowledge that come with every position. This strategy aims to ensure
employee engagement and pleasure while luring and keeping elite talent.
By comparing its compensation packages to those of other companies in the same sector, NARST
Pharmaceuticals shows that it is dedicated to providing fair and competitive pay. This helps the
business maintain its position as a major participant in the industry talent pool and makes it seem
like a quality employer.
The careful analysis of NARST Pharmaceuticals' workflow, pay plans, and organizational
structure before the company sets off on its pharmaceutical career offers a strong basis for long-
term success. Due to its dedication to innovation, customer satisfaction, and employee welfare, the
business has the potential to expand and gain notoriety in Bangladesh's thriving pharmaceutical
industry.
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Reference
o Pharmaceutical Sector Salary and Economic Facilities in Bangladesh. Retrieved from
[Link]
bangladesh/
o RENATA HRM. Retrieved from [Link]
o Retrieved from
[Link]
uence=1&isAllowed=y
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