74697650 HRM Practices in Bangladesh

7/28/2019 74697650 HRM Practices in Bangladesh

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HRM practices in Bangladesh

HRM is very important as it makes difference between success and failure.

People being an animate object have sentiments and feelings and emotions.

Unless the manager has a profound and deep understanding of the people, their

history and culture, the manager will not be able to analyze the emotional force

that motivates the behavior of people.

It adds real value to the decision making process of any organization.It is a support activities but it influences and promotes business solution.

It contributes to the profitability of the organization.

Scenario in Bangladesh

Traditionally, HR managers had an inferior position in company hierarchy.They occupy a back seat in the company hierarchy.

Their main functions were to maintain discipline and promote welfare of the

employees.

It was welfare and discipline oriented personnel management.


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In some organization, HR managers are calledadministrative officers or personnel officers.Retired policeand army officers were appointed as labor officer to dealwith people.

Now a days, many organizations have a personnelmanager or HR manager. In large organization, it is HRdirector whose main functions are recruitment, discipline,industrial relations, etc. His role for motivation,

communication, productivity, training, and development ofpeople is still not fully understood.

Top management spend most of their time on purchase ofmachinery, production and marketing strategies but thyhave no time for human relations.

In Bangladesh, many personnel managers do not have therequired expertise to play his role effectively to producesound human relations for the organization.


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The advanced countries have established through

research that employee is the most important factor in

nay organization and HR manager is trained and

developed to play a pivotal role for effective

development and utilization of manpower.

In fact, the basic function of HR manager is to attract,

develop and retain the right kind of people for the right

kind of job.

But in Bangladesh, personnel director spends most of

his time dealing with adversarial relations with

employees, not for developing them. He is doing fire

fighting with the union. Impediments to the progress of HRM in Bangladesh.

HR manager spends most of his time on matters like:


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Talking with union leaders.

Attending disputes and grievance of workers.

Charge sheeting or investigating into the cases ofmisconduct.

Organizing welfare activities.

Looking after transport, security, etc.

Talented young people are not coming to the HRMprofession. The profession is manned by mediocre who

do not have opportunity to make a career in nay other

field. Adequate training facilities are not their in the

country for the development of these mediocre. Peoplecan be converted into resources when they are

imparted necessary knowledge and skills. And skills

training is neglected in this country.


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The educational institutions which supply materials have

still the age-old curriculum which falls far short of

equipping the incumbents the desired type of fast changing

knowledge and skill.

The urge for updating personnel people themselves is also

most absent, which keep them form being developed. This

lack of initiatives make them obsolete and incompetent for

the challenging work.

HRM has not yet been accorded the totality of acceptance

by all concerned. HRM as a professional has not yet

gained acceptance from the employers, employees and

government.


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Most of the MBA graduates are reluctant to make a

career in HRM for the following reasons in our

country:

Militant trade unionism. Most of the MBA graduates are

reluctant to make a career in HRM for the following

reasons in our country:

Lack of career progression.

Attitudes of employees towards personnel officers has

not been favorable. Managers are traditional and does

not tale personnel officer into his confidence. In the

words of Drucker, the personnel manager tends

conceive his job partly as a file clerks job, partly as ahouse keeping job, partly as a social workers job and

partly as a fire fighter to head off union trouble orsettle it


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Legal status of a personnel officer requires him to work in the field

of welfare and day-to-day personnel administration and industrial

relations. But since the personnel function is a line responsibilityand staff function, it cannot be properly performed by a personnel

officer.

Constant conflict due to due to high aspiration of workers and

limited resource of employees In many universities, students are not

majoring in HRM . Disciplines like finance, marketing and MIS are

receiving due attention.

Lack of professional training facilities. There is a management

vacuum which has been further aggravated by the absence of

opportunities for training and development of manages. Trainers do

not have the expertise of the working in any industry and naturally

they have difficulty to relate theories to the realities of life.


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To eliminate managerial vacuum in respect of HRM, there

is a need to take the following steps on an urgent basis:

Whole hearted support of the CEO for personnel function,which should be treated on equal footing with production

and marketing department. HR managers do not get

adequate support from the top. Both personnel department

and line managers have a joint responsibility about man-

management, for which broad parameters have to be

drawn by the company so that roles are properly clarified.

Arrangement for MBA students to major in HRM.

Engagement of talented and highly educated young people

for personnel profession.

Opportunities for training and development of personnel

management so that they can acquire required expertise.


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Clarification of role of HR department vis-a vis that of

others, in order to ensure that the personnel man is not

required to take a back seat in company hierarchy.

Role of personnel department is unclear, man-management

problems do not receive due attention.

The line managers think that the personnel should dot it,

while the personnel thinks that it is the duty of line

managers.

Line managers are those who have full responsibility for

the success or failure of their units in achieving the

assigned goals.

.


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Staffs are those who provide services to line managers andcounsel them in the performance of their duties. In asound company organization, personnel manager is a staff

official. He should report directly to the CEO. He shouldnot issue orders to department heads or their subordinateseven when personnel matters are involved In the process,the workers suffer grievance keep on mounting, and the

pent-up feelings ultimately burst out one day in the form of

strike and gherao. Bangladeshi employers are advised to give a serious

thought to establish and develop a proper human resourcesdepartment so that human resources management receivedue attention which is a pre-requisite for growth and

development of industries. There is a need for a proper HR department staffed with

experienced specialists, who should educate the linemanagers about man-management.


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Guideline for selection

HRM is required to take the following stepsfor making recruitment.

He should have approved establishment for workers as

well as management and he should institute the system

that when any recruitment is needed, the departmentconcerned should fill up a form and stating how the

vacancy has arisen and how it has to be filled up.

Prepare a job profile for the position to be filled up in

consultation with the departmental manager concerned. Jobprofile should contain the basic content of the job.


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Develop a man profile with the assistance of the concernedmanger of the department. It should contain the minimumqualities needed to perform a job efficiently.

Developing a job and man profile is essential before HRMproceeds with the process of selection and interview. Itwould help HRM to draw up a properly wordedadvertisement

HRM prepares an advertisement for the press and arrange to

send it to the newspaper. He should shortlist the applicatioions on the basis of some

factors like academic background, desired age group yearsof experience, etc.

Issue letters to the short-listed candidates asking them toappear for an interview which may include written test.

For vacancies at senior level, it is advisable not take awritten test.


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After the preliminary interview, the suitable

candidates should be called for final interview.

For selection at entry level, the final interview mayinclude group exercise like individual presentation,

group discussion.

Final interview is a day long exercise.

The presentation should be followed by group exercises.Selectors should keep on taking notes and making ratings.

After the group exercise, the candidates should be interviewed

by the selectors on a one-to-one basis.

Recording observations and rating by each selector continuesat each stage of interview.


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HRM should then call the selected candidates and make

offer of the jobs.

If the candidate accepts the offer, the HRM should send

him for medical check up and telephone his referee to

check up his reference.

While checking of reference should be on telephone before

the issue of appointment letter, the referee should be issued

proper letter seeking their written opinion about the

candidates.


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The HRM should immediately hold the selector's

conference and during thus conference, the selectors

should exchange their views about each candidate and

come to a consensus. The HRM should complete the formsumming up the ratings and may obtain signature of all the

selectors.

HRM should then call the selected candidates and make

offer of the jobs.

Work out an appropriate induction program in consultation

with the department head concerned and issue it to all

concerned, including the candidate.

After the induction, the HRM will place the newlyappointed man in the job for which he has been selected.


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HRM will ensure that during the probation period, monthly

progress report comes to the HR department, which

should be analyzed by him and correct action should be

taken.

Finally, when the new man is confirmed, the role of HRM

regarding selection and recruitment is over.

Documents

74697650 HRM Practices in Bangladesh