HR Practice in Bangladesh

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    1. Give a brief description of the evolution of HRM in Bangladesh.

    Ans: Evolution in HR in Bangladesh There is no specific records for the evolution of HRM in Bangladesh.

    But it is assumed that before 1970 the whole activity was maintained directly under the administrative

    department 1970-80: the importance of Personnel management or HRM is being recognized for the

    settlement of some industrial disputes under the Factory, Industrial & labor law. 1980 to 90: The Personnel

    management concept has started with recognition 1990 to till date: After 1990 The HR concept has started

    narrowly. From 1997 to 2000 HR concepts tried to achieve the recognition. After that it has recognized.

    Some organization started to set HR department. But till today this concept is struggling to achieve the mass

    recognition.

    Initially personal management department in our country was welfare and discipline oriented. Through

    evolutionary process, this department was gradually entrust with functions like:

    Recruitment workers/clerks.

    Dealing with unions and maintaining industrial peace.

    Framing charge-sheet/investigations into the case of misconducts. Implementing provisions of labour laws.

    Organizing welfare activities and providing welfare facilities.

    Looking after transport, security and all other miscellaneous jobs.

    2. Why Human Resources are superior to other elements of production?

    Ans: It is true that capital technology and human force are the important elements for production. Experts on

    productivity improvement emphasize more onpeople factors for enhancing productivity. They are of the view

    that relatively human resources is the most important of all the factors of production. Physical resources by

    themselves cannot improve efficiency or contribute to an increased rate of return on investment. It is through

    the combined and concerted efforts of people that monetary or material resources are harnessed to achieve

    organizational goals. Capital can be borrowed and technology can be imported, but people cannot be

    bought. All the factors of production other than the workforce skills can be duplicated anywhere in the world.

    It is all fungible capital, technology, raw materials, information all except for one thing, the most capital part,

    the one element that is unique about a nation: its workforce.

    3. What are the challenges of HR profession in Bangladesh?

    Bangladesh in is facing big challenges unleashed by globalization. Such as-1. Numbers of organization suffering from industrial sickness are on the increase.

    2. Many industrial units are being closed down.

    3. People are losing jobs and thus living in abject poverty.

    4. Job opportunities are becoming increasingly shrinking. Consequently, many young and bright people are

    leaving the country to change their lots.

    5. Local market is being flooded with imported and smuggled foreign goods.

    6. Trade deficit is more than $2000 core in fiscal year 1999-2000.

    7. Locally made goods are less competitive in terms of price and quality.

    8. Productivity improvement is the only way of addressing the challenge of globalization, which is

    characterized by international competition, de-regulation and automation. Productivity is a primary

    determine of an organizations level of profitability and ultimately, its ability to survive.

    HR P in Bangladesh

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    4. Identify the problems standing in the way of sound HRM practices in Bangladesh.

    Ans: 1. Absence of job description

    2. Generalist Managers

    3. No updating knowledge

    4. Unfair Selection

    5. Servant of Master

    6. Favouratism

    7. Counseling

    8. Bypassing

    9. Role Ambiguity

    10. Leadership Quality

    11. Lack of Training

    12. Vocational Training

    13. Human Factors

    14. Performance Appraisal

    15. Heath and Safety

    16. Sudden Decision

    17. Dissatisfaction

    18. Personal Lapses

    19. Motivation

    20. Listening

    5. Recommend some measures to overcome the problems of HRM in Bangladesh.

    Ans: 1. Job description

    2. Arranging for Specialization

    3. Updating Knowledge

    4. Making Fair Selection

    5. Avoiding Yes Sir Persons

    6. Avoiding Favouratism and Nepotism

    7. Counseling

    8. No Bypassing

    9. Removing Role Ambiguity

    10. Possessing Adequate Job Knowledge

    11. Established Training Centre

    12. Emphasizing Vocational Training

    13. Recognizing Human Factors

    14. Apprising Performance Duly

    15. Applying Factory Rules

    16. Making Decisions Duly

    17. Following Guideline

    18. Admitting Personal Lapses19. Clear Understanding

    20. Listening Actively

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    6. How do you see the HRM of Bangladesh in future? Briefly explain.

    Ans: No organization can exit without human resources. Where there is an organization there are human

    resources. To run the organization properly, there must be efficient management of all spheres including

    human resources.

    Since the emergence of Bangladesh in 1971, many public and private organizations include industrial

    organizations emerged. But the HRM system in Bangladesh is yet in an infant state.

    The recent trend however indicates that the exiting HRM system will radically change in the future.

    Revolting has already started in the education sectors. Higher level business education is imparted in

    college and almost all universities excepting a few specialized universities. Beside college and universities,

    institutes of Business Administration (IBA) are also contributing a lot for higher-level business education with

    special emphasis on professionalism. Under the distance mode education system conducted by Bangladesh

    Open University and some Private Universities, many people specially services holder are also receiving

    MBA degrees.

    Beyond the academic program, a large number of training institutes and centers in the country are

    developing of HRM such as:

    Public Administration Training Center (PATC)

    Bangladesh Institute of Bank Management (BIBM)

    Bangladesh Insurance Academy (BIA)

    Bangladesh Institute of Management (BIM)

    National Institute of Education Management (NAEM)

    Other than these institutes, Industrial Relations Institute (IRI), Planning and Development Academy

    (PDA) and Institute of Personal Management (IPM) are conducting training programs.

    7. Definition Recruitment and Selection? Different between Recruitment and Selection.

    Recruitment: It is an activity of establishing contact between employers and applicants.

    Selection: It is a process of picking up more competent and suitable employees.

    Difference between Recruitment and Selection

    Basis Recruitment Selection

    ObjectiveIt encourages large number of

    Candidates for a job.

    It attempts at rejecting unsuitable

    candidates.Process It is a simple process. It is a complicated process.

    HurdlesThe candidates have not to cross over

    many hurdles.Many hurdles have to be crossed.

    Approach It is a positive approach. It is a negative approach.Sequence It proceeds selection. It follows recruitment.Economy It is an economical method. It is an expensive method.Time Consuming Less time is required. More time is required.

    8. Briefly discuss the sources of Recruitment.

    Ans: Sources of Recruitment as follows:

    Internal Search: It consists of:

    Transfer

    Promotion

    Employee referrals

    Former employee

    Dependents and relatives of deceased and disabled employee.

    External Search:

    Advertisements

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    Employment Agencies

    Schools, Colleges and Universities

    Professional Organizations

    Cyberspace Recruiting

    Unsolicited Applicants

    9. Discuss the Recruitment Process.

    Ans:

    Recruitment Process

    Organization Applicant

    Vacant of new position occurs Received education and chose occupation occurs.

    Perform job analysis and plan recruitment effort. Acquire employment experience.

    Generate applicant pool via internal or external

    recruitment methods.

    Search for job opening

    Evaluate application via selection process Impress company during selection process

    Impress Applicants Evaluate jobs & companiesMake offer Accept or reject offers.

    10. Discuss the Selection Process.

    Ans:

    11. Recruitment and Selection Process in Public Services Commission.

    Ans: Recruitment and Selection Process in PSC as follows:Receiving Application

    ScreeningPreliminary Test

    RejectionWritten Test

    Viva/Interview

    Conditional Job offer

    Reference Check

    Police Verification

    Medical Examination

    Final Job Offer

    Posting