GROUP WORK PROJECT ON HUMAN

RESOURCE MANAGEMENT
PRACTICES IN THE ORGANIZATIONS
OF BANGLADESH
Presented By
Mahadi Hasan Khan, 183-11-6006
Fahmida Akter Bristy, 183-11-6014

Submitted to:
Dr. Sheikh Abdur Rahim
Associate Professor
Introduction

■ Human Resource Management is the process of managing and monitoring the

employees in an organization with a proper system. The worldwide HR management
system incorporates several processes like recruitment, monitoring, storing data,
payrolls, administration, and attendance data and so on. This worldwide system is
applicable to Bangladesh too, so the practice of the HR Management System in
Bangladesh is similar here.
Brief Highlight Of HR Management
System Practice In Bangladesh
Before starting the main section let’s get some mixing highlights got from a report of Daily Star in a very recent edition
of 2020 upon current HR management system practice in Bangladesh.
■ Two third of the organizations arrange in house and external training for the employees every year.
■ Now the selection process depends on the technical evaluation too.
■ 75% of companies avail of the mechanism of employee emotion management.
■ The worst point is that 95% of companies do not provide any long term incentives to the employees.
■ 45% of the organization preserves performance rewards for the best employees.
■ 30% of the companies have some dispute solution mechanisms to avoid uneven circumstances among the
employees.
■ Now let’s demonstrate the current picture of the practice of the HR Management System in Bangladesh. This
encompasses a great deal of human resource management activities in all types of organizations. We have evaluated
the major ones here.
Importance Of HRM Department In
Organizations
■ The term human resource refers to the people in an organization. Human resource
management is concerned with people dimensions in management. When managers
engaged in human resource activities as a part of their job, they seek to facilitate the
contribution; people make to achieve an organizations strategies and plans.
■ Human resource management encompasses those activities designed to provide for and
co-ordinate the Human efforts, so that they can contribute to achieve the goals of the
organizations.
Importance Of HRM Department In
Organizations
■ Employers are realizing that the success of an organization relies on more than hiring
qualified candidates. Effective human resource (HR) planning and management is
required at all stages of an employee’s corporate lifecycle to help ensure employee
growth and satisfaction. Employee satisfaction is vital to the success of an organization
because of its direct impact on productivity. When employees are satisfied, they are
more likely to produce high quality work, optimize performance, and exercise more
critical thought and creativity.
■ This combination of high satisfaction and maximum productivity amounts to employee
engagement.
Recruiting and Hiring System

■ The recruitment and selection process depends on the category of organization. In terms
of a private organization, this process goes a little bit informal except for the banking
and financial organization. As the banks and financial organizations are regularized by
the Banking act, so the private ownership cannot influence the illegal or improper
recruitment process.
Source of Recruitment

■ There are two kinds of source TVSL uses for recruitment

■ Internal source
■ External source
Learning and Development Process

■ One of the important factors of human resource development in Bangladesh is the

training process. In recent several years, some private organizations keep an allowance
and budget for investing in the training of the employees. But as a middle-income
country and with labor surplus, in Bangladesh, the training cost may not turn into an
investment for middle-sized companies. Moreover, the ignorance of the training need
put obstacles in the training programs. On the other hand, the existing training also may
not succeed all the time in the lack of proper instruction and trainers. However, there are
many hr recruitment firms in Bangladesh.
Managing Payroll

■ Except for some private financial institutions and banks, there is not any specifically
structured pay scale in private organizations. There are not any legal obligations and
regulations in terms of the pay scale. Management fixes the salary to a different level of
positions. Sometimes fixation may differ within the same levels in terms of qualification
and experience in an arbitrary way.
Performance Management and Appraisals

■ Performance appraisal is an important factor to access the performance of an employee

according to his or her achieved target level. The correct appraisal can help to manage
the performance based on the appraisal. In private commercial banks and other financial
institutions, it is very strictly managed by the management. Very few corruptions may
occur because of negative or unsupportive behavior or relation. Besides management
does the appraisal productively. Other private companies also have the appraisal system
but it doesn’t work like financial institutions.
Employee Benefits

■ For the employee benefits scheme in the private sector, there was a drive to allow
pension schemes for this sector in 2015. From then employees in private companies
would opt for gaining a pension after retirement. But this is not exercised fully yet. The
financial institutions and fully organized private companies allow these benefits
arbitrarily. This would create a push from both the employees and employers to save a
similar amount every year. Ultimately, there is no law at present for the pension scheme
in the private sectors.
Responsibility of the employee

■ The responsibility of the employee is to get Assignment from his immediate supervisor
and provide services to the clients properly. And obviously all the employee has to
maintain the disciplines of the organization.
Responsibility of the Supervisor

■ IT sectors are updating day by day so the responsibility come to the supervisor to train
his employee for update with the IT operations, otherwise the organization could not
cope up with other IT organizations. The responsibility of the supervisor is to take the
assignment from the clients and give it to the right person (employee) who can solve
client’s problems.
Work Schedules

■ The effective working days of this organization is 6 days per week Top levels employee
are working 8 hours per day The effective working days of this organization is 6 days
per week But technicians who are working 14 hours per day.
Termination of Services

■ The service of any permanent employee may Be

terminated without assigning any reason with 30 days
salary in lieu of notice.
Promotional Strategy

■ Promotion is an upward advancement to a position in the next higher grade with same
or additional responsibilities. All promotions are made on the basis of merit of each
case.
■ In general, who has satisfactory service record and consistent good performance scores
in the annual appraisal and worked in his/her present position for at least 5 (five) years
is eligible for promotion.
Research Gaps and Directions for Future
Research
The above literature survey reveals that like other developing countries, HRM as an area of
research has not received proper attention in Bangladesh. Though, both review type and empirical
type of studies were carried out, empirical studies primarily used descriptive statistics such as
mean, percentage. Only 5 studies (see reference no. 16, 18, 27, 32, & 36) compiled in this study
used inferential statistics in the data analysis. Research studies were conducted more on
manufacturing firms than on the service oriented firms. Only two studies researched the HRM
practices of small firms. Industrial relations and training received highest attention out of all HRM
practices as the areas of research. Performance appraisal has also been found to be an attractive
area of research. No specific study has been found on job analysis and compensation. Studies
showing the relationship between HRM practices and organizational performance have not yet
carried out in Bangladesh context. It is also evident from the above review of literature that except
a few articles on different HRM practices, a limited number of in-depth studies have been
conducted so far on human resource management practices in context of Bangladesh.
Research Gaps and Directions for Future Research

■ Studies can be undertaken to portray the HRM practices of small and medium enterprises(SMEs) of Bangladesh

Case studies may be undertaken on HRM practices of different organizations for thorough analysis.

In-depth studies may be conducted to evaluate the impact of HRM practices on organizational performance
through using associational and difference inferential statistics.

Studies may be carried out on HRM practices of service sector enterprises.

Studies may be carried out to portray the comparative scenario of HRM practices with respect to public and
private sector of Bangladesh.

More studies may be undertaken on least investigated areas of HRM in Bangladesh such as job analysis,
compensation management, HR planning, career development, safety and health, HR audit, and HR research.
HRM STRATEGY IN BANGLADESH

■ • A policy is best implemented and communicated when it is formalized (documented).

• The role of HR has increased and almost all organizations need dedicated HR
department along with strategy map to cater to an increasingly complex array of
organization requirement.
• Traditionally, Bangladeshi organizations have focused HRM on the administrative and
clerical aspects.
• HR had little opportunity to take the position of business strategic partner.
• With increase focus on volatile business context, global compliance, ethical standards,
corporate governance, and emergence of MNCs in the economy, HR has started taking
more and more responsibilities.
ORGANIZATIONAL CULTURE

■ Culture is not something an organization has; it is something an organization is.

• It is a set of ideas, customs, skills, practices of different individuals or group that are
transferred, communicated across the organization.
• It is a pattern of standards, beliefs, values and expectations that shape individual’s
behavior in an organization.
• A system of shared beliefs and values that develops within an organization that guide
behaviors and actions of its members.

A strong corporate culture is a source of distinct competitive advantage of an

organization.
Final Touch

■ The HR management system in Bangladesh is now emerging differently. But there is

more way to go. Still, there is deprivation of the minority groups in terms of
employment opportunity. There are also some bad practices, red tape, corruption and
lack of diversity management skills. Government standards and regulations is also a
crucial point to have an effective HR management practice in our country. The digital
technology also can help a lot with the management of labor surplus with different
software. Lots of companies are using distinct system applications like payroll software,
HR management software, benefits administration module, attendance module, etc. So
there is a huge prospect to have a beneficial strategy for both the employees and
employers.