Report On The Combination of HRIS, HRM, Overall Effect & Solution of COVID-19 Situation of An Organization (Beximco Pharmaceuticals)

Department of Management Information System
MBA (Evening) Program
Topic
Report on the combination of HRIS, HRM, overall effect & solution of COVID-19 situation
of an organization (Beximco Pharmaceuticals)
Submitted to: Submitted by:
Name: Mohammad Tariqul Islam Name: Md. Moktaruzzaman Roni
Assistant Professor ID No: 6184033026
Department of MIS Name: Moyeenuddin Ahmed
University of Dhaka lD No: 6173730055

Abstract
COVID-19 has changed our lives since the World Health Organization’s (WHO)
china office heard the first reports of a previously unknown virus behind a
number of pneumonia cases in Wuhan on December 31, 2019. Corona Virus
Disease 2019 (COVID-19) is an contagious disease. It spread out very quickly to
the entire world. Our economic condition has damaged badly due to corona
virus. From May 2020 our country has started opens its business to save the
economy. Many Organizations are using remote working and the Human
Recourses managers try to think differently about their role as they adjust to
social distancing practises and a new work environment that they may never
imagine the face-to- face collaboration is replaced with email and video
conferencing .they have to do difficult work under difficult circumstances. This
report discusses the the challenges HRIS,HRM faces due to COVID -19 and find
out the solution they applied form the point of view of HRM.
Introduction
Over the last few years, human resource management (HRM) has experienced
transformations. Its focus passed from the administrative tasks to becoming a
strategic partner of the overall organization and largely with the strong
support of information technologies evolution in this field of knowledge area.
The extended use of information systems, it has a deep effect in the way HRM
is managed nowadays. It boosted the process of human resources (HR) and the
practices within organizations, namely on how to collect, store, use, and share
information. There are some HRM processes which have been becoming more
efficient and impact of this service level improvement allowed a much greater
involvement of HR in the business strategy. This new role in business strategy
have added significant changes to HR function and to its professionals. HR
departments had a difficult job prior to the pandemic. In 2019, around 50% of
HR leaders struggled to ensure that the employees those had the skills
necessary to navigate an increasingly digitized workplace. But, this “future of
work” had been always seemed a safe distance ahead — far enough, at least, to
thoughtfully prepare for.
My company, Beximco Pharmaceuticals Ltd, has been leading discussions
surrounding the future of work and how it impacts HR professionals for the past
15 years. We can tell you that Covid-19 has changed the playing field. Now-a-
days, HR managers are working around the clock and taking unmatched
measures to keep their employees safe and ensure their organizations survive.
They are traverse furloughs, layoffs, and reductions in force. They are adjusting
to mass remote work by creating business continuity plans, drafting emergency
communication procedures, and preventing the spread of germs in the office.
In recent years, information technology have been effecting on almost every

aspect of our society, as well on organizational processes, including HRM
processes and practices. Therefore, a position associated with administrative
management, it has managed to become a strategic partner of organizations,
largely because of the use of technologies. Information systems have certainly
a deep effect on HRM. It has been transformed into human resources
processes.HR practices are mainly in terms of how organizations collect, store,
use, and disseminate information. The quality of HRIM is a key success factor
for organizations. The professionals should analyze and consider these facts
such as environment, social, economic, political-legal, and technological. With
a view to respond to these challenges, HRM been forced to adopt new logics
and most managers must forget their habits and ways of thinking and acting
outdated. In reverse, they should help organizations to define their strategies
and build programs to develop their human capital.
From Bangladesh's perspective, COVID-19 hit Bangladesh a bit lately.

Bangladesh is a small country with a total number of populations 164,689,383
approximately. According to Wikipedia on 3rd March 2020, Bangladesh found
its first three cases. From 23rd march 2020, Bangladesh declared lockdown for
safety purposes like other countries. After that Bangladesh experienced a rapid
increase in corona virus cases till now. In our country, total confirm cases of
199,357+, recovery number 108,725, and death 2,547 by 17 July 2020.
Bangladesh is known for its Pharmaceuticals Sector. Bangladesh is the most
developed pharmaceuticals sector in the world. This sector provides 97% of
the total medicinal requirement of the local marke.Due to the COVID-19
almost 1 million pharmaceutical workers losing their jobs according to Lauren
Frayer reporter at npr.org. Other job sectors facing similar issues such as:
decrease the salary, pending the salary, and temporary job termination
because of the COVID-19 pandemic. Due to the COVID-19 pandemic,
Bangladesh pharmaceuticals have to suffer like other countries. To recover
that organizations has implemented work from home to continue the official
task (İnce, F., 2020). But employees whose work in manufacturing or customer
service or bankers have to work physically (Wang C. et al., 2020). Like other
countries, Bangladesh also implements the same ‘new normal’ to open the job
sector to save organizations as well as employee's interests. All changes (social
distance, washing hands, sanitizer, and mask) according to ‘new normal’ have
been implemented for developing hand hygiene and safety.
COVID - 19
COVID-19 was first identified on November 2019. After that within a month, it
has been spreading widely and become a major issue for the world. The
business affected badly by COVID-19. Corona virus forces the world to sit inside
the house. COVID-19 affect maximum industries, because of that reason
import-export of product reduced significantly. No import-export means no
business that means it's difficult for manufacturing or work which needs direct
contact is at great risk. It’s already stopped manufacturing works and
employees related to these works affected most. At June to July maximum
countries open its organization and start its production with ‘new normal’
rules. But performance is the key factors as we still living with COVID-19 (Wang
C. et al., 2020, Karin et.al. 2020). It has been chosen as an independent
variable for this study because it impacts the performance of employees at all
levels within an organization. For the cause of COVID-19 organization force
their employees to work from home, which was not that effective due to
digital inequalities, family-work conflict, stress, sleeping problems. Now
everything started with ‘new normal’ rules but still dwells with the fear of
COVID-19(Bernard, 2020, Beaunoyer Elisabeth et.al, 2020).
The Role of HRM in the Adaptation of the Workforce
Recently, the Covid-19 pandemic created demanding conditions for human

resource managers. In the verge of dramatic changes around the world due to
the pandemic, organisations need to respond and adapt to the alterations and
accordingly manage the workforce. Companies need to prepare for any changes
and turbulence times. They must adopt technologies that are platform-based
and develop novel business models. HRM has been playing a significant role in
helping employees to overcome the difficulties brought by the unexpected
changes in the workplace as well as in the society. Besides, the digital and
cooperative skills of the workforce are required to move to the virtual work.
Therefore remote working from home intensifies; HRM has to cope with the
stress of their employees associated with the removal boundaries between
work and family.
The increasing unemployment due to the recession imposes more pressure on
the people. The International Labour Organisation (ILO) (2020) estimates that
195 million full-time workers will lose their jobs worldwide this year (ILO, 2020).
Employees need to learn new skills that increase their employability in the
digital space. In this regard, HR managers should involved strategies enabling
employees to use advanced technologies as well as update their digital skills. In
addition, lifelong learning and developing talents is still important, but training
sessions take place online. The leaders of the surveyed Chinese companies did
not conserve resources but rather invested intensively to increase their
competitiveness.
HR professionals have a facilitating and supporting role in this transformation,

but they also take responsibility to retain the employees by upgrading their
skills and abilities. Not only reskilling or upskilling of the workforce is essential,
but flexibility should be equally prioritised within a company’s strategy. The
extensive survey of 869 teams and 11,011 workers in European countries
demonstrates that remote working is not valuable for all employees, and team
performance even lowers when team members work remotely, specifically
when they work more than 8 hours per week. Single performance factors such
as work characteristic, satisfaction, and commitment should also be taken into
account when HRM coordinates flexible or hybrid work. Besides, employees’
wellbeing and health have implications on their outcomes. Thus, work and
private life mixture during remote working from home can be the core
challenge HRM is facing.
The research conducted at Microsoft explored that the major difficulties during
the pandemic were business continuity, employee wellbeing, and customer
orientation (Singer-Velush, Sherman, & Anderson, 2020). Managers are
struggling to reduce possible harmful effects of working from home help the
workers in setting priorities (Singer-Velush, Sherman, & Anderson, 2020).
Besides, less socialisation during the pandemic have implications on the
employees’ mental health. Therefore, HR practitioners need to respond this
challenge by arranging virtual meetings or online relationships to maintain the
motivation and productivity of employees.
Furthermore, remote working makes it difficult to control and monitor

employees’ activities. The potential solution managers have found is using
online dashboards, and digital data for assessing workload and performance.
In order to build a culture of flexibility, an organisation should enable creativity

and agility without a formal policy guide, and taking into account the individual
needs of each employee. Thus, HRM should take the lead in helping
organisations to navigate through uncertainties, taking into consideration the
needs of developing skills and of maintaining mental wellbeing of employees.
Companies planning for the future need to adjust their focus on business
continuity as well as supporting organisational health.
Our company, Beximco Pharmaceuticals have done several aspects for their
employees. Such as
1. Sample Collection booth for COVID-19
Beximco Pharma set up few sample collection booth at different locations for
the employees of Beximco Pharma
2. Establishing Isolation and Quarantine Centres
Beximco Pharma established several isolation and quarantine centres at

different locations of the city as well as their factory.COVID-19 positive
employees who do not have isolation facility in their home were placed in the
isolation centre for treatment.
3. “Token of care” for COVID -19 positive employees

A gift basket with a ‘Get Well Soon’ card and all required prescribed medicines
have been sent to all COVID positive employees as a “Token of care” on behalf
of Managing Director of Beximco Pharma, to provide medical and emotional
support in their difficult time.
4. Hotline Service for the Employees and Their Family Members
Beximco Pharma has set up an emergency response team, available 24 hours a

day, comprising of qualified doctors and healthcare professionals to respond to
employee concern and to provide medical support in the event they may be
exhibiting COVID-19-related symptoms.
At Beximco Pharma’s manufacturing sites, the company has implemented new

work practices to ensure social distancing. At Beximco Pharma’s office-based
facilities, employees are encouraged to work remotely where possible, with the
minimum number of people attending the office. At all facilities, employees are
screened upon entry and disinfectants and masks have been made available.

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Department of Management Information System

MBA (Evening) Program

Submitted to: Submitted by:

Name: Mohammad Tariqul Islam Name: Md. Moktaruzzaman Roni

Assistant Professor ID No: 6184033026

Department of MIS Name: Moyeenuddin Ahmed

University of Dhaka lD No: 6173730055

In recent years, information technology have been effecting on almost every

From Bangladesh's perspective, COVID-19 hit Bangladesh a bit lately.

The Role of HRM in the Adaptation of the Workforce

Recently, the Covid-19 pandemic created demanding conditions for human

HR professionals have a facilitating and supporting role in this transformation,

Furthermore, remote working makes it difficult to control and monitor

In order to build a culture of flexibility, an organisation should enable creativity

1. Sample Collection booth for COVID-19

2. Establishing Isolation and Quarantine Centres

Beximco Pharma established several isolation and quarantine centres at

3. “Token of care” for COVID -19 positive employees

4. Hotline Service for the Employees and Their Family Members

Beximco Pharma has set up an emergency response team, available 24 hours a

At Beximco Pharma’s manufacturing sites, the company has implemented new

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