Upload
ehsanul1
View
219
Download
0
Embed Size (px)
Citation preview
8/16/2019 Managing Career With BEPZA1
1/25
EXECUTIVE SUMMERY
Focus on career, not merely the job" is the mantra for successful
employers and employees. Managing Career with Bangladesh Export
rocessing !one s #uthority $BE !#%, which pro&ides institutional support
to the potential business entrepreneurs, is rather interesting. 'here was
time when employment with a reputed go&ernment, semi(go&ernment and
autonomous institution li)e BE !# actually meant life long employment.
'he officials of BE !# ascended the hierarchy with age. 'he terms li)e
career planning and career de&elopment in fact meant timely promotions.
Career progression, largely was a function of experience in a job.
Employees reciprocated the life long employment offer of organi*ation
with total commitment for the organi*ation. 'hereafter it was simply a
matter of time, performance and politically positioning oneself to be at the
right place at right time to go up the ladder. 'here was hardly anything for
indi&iduals to thin) beyond the job they were doing as career &ery nearly
meant the job.
+ow managing career in an organi*ation li)e BE !# has been dramatically
changed. E&en when an indi&idual as maintenance engineer has post
bloc) for further promotion, he may either earn an MB# or rele&ant degree
from reputed educational institution for higher post in other cadre or
change his jobs with &arious process industries and maintenance ser&ice
pro&iders, he is still pursuing a career in maintenance management. n
fact the career plans that an indi&idual nurtures in BE !# determine the
)ind of jobs he ta)es up.
320097527.doc Page 1 of 25
8/16/2019 Managing Career With BEPZA1
2/25
SECTION 1INTRODUCTION
1.1: Scope of this document
'his term paper describes the Managing Careers in Bangladesh Export
rocessing !one s #uthority $BE !#% and also the job description of my
position.
1. : O!"ecti#es:
'he objecti&es of this report are as follows-i% 'o get an idea about the career management in BE !#.
ii% 'o find out who is responsible in managing career.
iii% 'o identify se&eral suggestions that can help to manage career
more effecti&ely.
i&% 'o get idea why career de&elopment is &aluable to organi*ations.
&% 'o pro&ide a practical example of career management.&i% 'o encourage moti&ation and commitment of employees, as well
as creating a learning culture/ at BE !#
1.$: Methodo%o&':
used the following methods to get the data re0uired to use in this report.
i% Text book : 1e ha&e collected the primary data about managingcareers from text boo)s.
ii% BEPZA : #s being in&ol&ed in the Engineering 2ept. of #damjee
E !, BE !#, we recei&ed the internal data from that office.
320097527.doc Page 2 of 25
8/16/2019 Managing Career With BEPZA1
3/25
iii% Online Search - 1e ha&e collected more information about
managing careers in the internet.
1.(: )imit*tions:
1e ha&e faced some obstacle in writing this report. 'he main limitations of
this report are stated below-
i%Time constraint:
2ue to time constraint we could not go through more boo)s for
ad&ance reading.
ii%Confidentiality of BEPZA:
1e could not mention the internal policy of BE !# due to
confidentiality. 3o, we ha&e mentioned those data which are not so
confidential for this organi*ation.
320097527.doc Page 3 of 25
8/16/2019 Managing Career With BEPZA1
4/25
SECTION 2)ITER+TURE REVIE,
.1: ,h*t is * C*-ee-
Definition
# career is a se0uence of jobs or positions occupied by an indi&idual
during a course of time. Career is the speciali*ation in a profession which
continues to progress in spite of changes in jobs.
'herefore career includes-•
attern of wor)(related experiences that span the course of aperson s life.
• 4eflects any wor), paid or unpaid.
• Broad definition helpful in today s wor) en&ironment where
employees and organi*ations ha&e di&erse needs.
Indi#idu*% #e-sus O-&*ni/*tion*% 0e-specti#e
• Or ani!ational career "lannin - 2e&eloping career ladders,
trac)ing careers, pro&iding opportunities for de&elopment.
• #ndi$id%al career de$elo"ment - 5elping employees identify their
goals and steps to achie&e them.
C*-ee- De#e%opment #e-sus Emp%o'ee De#e%opment
• Career de&elopment loo)s at the long(term career effecti&eness and
success of organi*ational personnel.
• Employee training and de&elopment focuses on performance in the
immediate or intermediate time frames.
320097527.doc Page 4 of 25
8/16/2019 Managing Career With BEPZA1
5/25
V*%ue fo- the O-&*ni/*tion
• Ensures needed talent will be a&ailable.
•
mpro&es the organi*ation6s ability to attract and retain talentedemployees.
• Ensures that minorities and women get opportunities for growth and
de&elopment.
• 4educes employee frustration.
• Enhances cultural di&ersity.
• romotes organi*ational goodwill.
V*%ue fo- the Indi#idu*%
• ndi&iduals external career success is measured by criteria such as
progression up the hierarchy, type of occupation, long(term
commitment, and income.
• #nternal career success is measured by the meaningfulness of one s
wor) and achie&ement of personal life goals.
Mento-in& and Co*chin&
• Effecti&e coaches gi&e guidance through direction, ad&ice, criticism,
and suggestion in an attempt to aid the employee s growth.
• &entors are typically senior(le&el employees who-
o support younger employees by &ouching for them
o answering for them in the highest circles/
320097527.doc Page 5 of 25
8/16/2019 Managing Career With BEPZA1
6/25
8/16/2019 Managing Career With BEPZA1
7/25
o trying out different fields
o disco&ering li)es and disli)es
o forming attitudes toward wor) and social relationship patterns
Est*!%ishment
• ncludes-
o search for wor)
o getting first job
o getting e&idence of success/ or failure/
• 'a)es time and energy to find a niche/ and to ma)e your mar)/.
Mid2C*-ee-
• Challenged to remain producti&e at wor).
• Employee may-
o continue to grow
o plateau $stay competent but not ambitious%
o deteriorate
)*te c*-ee-
• 3uccessful elder states persons/ can enjoy being respected for their
judgment. 7ood resource for teaching others.
• 'hose who ha&e declined may experience job insecurity.
320097527.doc Page 7 of 25
8/16/2019 Managing Career With BEPZA1
8/25
• Platea%in is expected8 life off the job increases in importance.
Dec%ine 3)*te St*&e4
• May be most difficult for those who were most successful at earlier
stages.
• 'oday s longer life spans and legal protections for older wor)ers
open the possibility for continued wor) contributions, either paid or
&olunteer.
.$: Enh*ncin& You- C*-ee-
'he indi&idual holds primary responsibility for his9her career. 3uggestions
on how to do that are-
320097527.doc Page 8 of 25
8/16/2019 Managing Career With BEPZA1
9/25
8/16/2019 Managing Career With BEPZA1
10/25
Export rocessing !ones. 'he primary objecti&es of an E ! are to pro&ide
special areas where potential in&estors would find a congenial in&estment
climate, free from cumbersome procedures.
$. : M*"o- 5unctions of 6E07+:
'he functions that are being performed by BE !# can be di&ided into four
broad categories- $a% functions related to infrastructure, basic ser&ices
$electricity, gas, water, telephone, ban)ing etc.% and customs related
support8 $b% assistance in performing the procedures for setting up
industries and also the setting up of principles for preferential industries8
$c% underta)ing promotional steps to attract foreign, as well as local,
in&estment8 and $d% to wor) with companies to reform and readjust the
ser&ices as necessary.
$.$: Responsi!i%it' of 6E07+ fo- c*-ee- de#e%opment:
'he main responsibility is to build employee self(reliance and to help
employees maintain their mar)etability through continual learning. #lso
pro&ides support to the employees that include-
Communic*tin& c%e*-%' 6E07+8s &o*%s: 'his better help the employees
to de&elop personal plan to share in that future.
C-e*tin& &-o9th oppo-tunities: 'he success stories of E !s formed to
be closely associated with the physical facilities pro&ided by them to the
potential in&estors. 'herefore employees of BE !# are always ha&ing the
opportunities for new, interesting and professionally challenging wor)
experiences.
320097527.doc Page 10 of 25
8/16/2019 Managing Career With BEPZA1
11/25
Offe-in& fin*nci*% *ssist*nce: Besides house loan and car loan, BE !#
also pro&ide financial assistance for medical treatment from BE !#
1elfare Fund. BE !# also pro&ides loan against pro&ident fund. 'hese
financial assistance help employees to sol&e &arious problems.
0-o#idin& the time fo- emp%o'ees to %e*-n: BE !# arranges both local
and foreign trainings either by own fund or using fund sanctioned by
1orld Ban) under reimbursable project aid $4 #%. 'hese trainings are &ery
useful for de&elopment of s)ills abilities and )nowledge of employees.
$.(: Mento-in& *nd co*chin&:
Mentoring and coaching align indi&iduals to the company &alues and
pro&ide informal guidance about building career within the organi*ation.
Mentors here are experienced cowor)ers and senior executi&es who
&olunteer their time to help new employees at BE !#. Mentors are trained
to pro&ide ad&ice, information, direction and support to employees.
$. : Institution*% pe-fo-m*nce of 6E07+:
=uality and capacity of bureaucracy is one of the )ey factors for
determining institutional performance. Based on the wor) of E&ans and
4auch $>???%, concerning the three )ey ingredients of effecti&e
bureaucracy, BE !# 0ualifies on at least two of them- meritocratic
recruitment and career stability.
5owe&er, BE !# follows the regular promotional system, li)e the central
bureaucratic system, which is not based on strict performance appraisal
and in some cases is utterly anomalous. #lso, BE !# employees recei&e
320097527.doc Page 11 of 25
8/16/2019 Managing Career With BEPZA1
12/25
regular go&ernment pay scale pac)age, which is less competiti&e than the
pri&ate sector.
@i)e other go&ernment organi*ation, Ann%al Confidential )e"ort *AC)+
is the only means of e&aluating employees. # scanned format of +CR used
for appraisal of employees is gi&en below.
320097527.doc Page 12 of 25
8/16/2019 Managing Career With BEPZA1
13/25
320097527.doc Page 13 of 25
8/16/2019 Managing Career With BEPZA1
14/25
3ince impro&ement in ser&ice 0uality has a considerable impact on future
increases in foreign in&estment A which has ample benefits for local
economies and also effects considerable increases in BE !# s earnings A
the introduction of a competiti&e pac)age, lin)ed with effecti&e
320097527.doc Page 14 of 25
8/16/2019 Managing Career With BEPZA1
15/25
performance appraisal, could increase the producti&ity of BE !#
employees and therefore enhance the institutional performance noticeably.
320097527.doc Page 15 of 25
8/16/2019 Managing Career With BEPZA1
16/25
SECTION ,M+N+;IN; C+REERS #- 6E07+
$.1: M*n*&in& C*-ee-:Careers now are &ery different than they were in the last century.
8/16/2019 Managing Career With BEPZA1
17/25
8/16/2019 Managing Career With BEPZA1
18/25
romotion etc. 'hese training programs enrich the Dnowledge and s)ills of
employees and de&elop leadership s)ills
6e inno#*ti#e:
nno&ation is about ma)ing changes and impro&ements to the way things
are done. t s de&eloping a new idea or a new use for an old idea that will
add &alue. t is a s)ill in&ol&ing acti&ely scouting the future generating
new ideas, choosing the best, rapidly implementing them and then
learning the lessons from successes and failures in order to begin again.
Being inno&ati&e enables you to-
• 'hin) outside the s0uare
• +ot change, but create what isn t
• Be more adaptable to the changing world
• @earn to manage your own career
nno&ation is a s)ill highly regarded by employers and if you can pro&eyou ha&e these s)ills it ma)es you more employable. E&eryone can
de&elop and learn it.
BE !# arranges nno&ation wor)shops for officials. E&ery year many
people ta)e part these local or international wor)shops to de&elop their
s)ills and abilities.
M*n*&e c*-ee- ch*n&e:
n the >st century, it is no longer the norm to choose an occupation, train
and then wor) in it for the rest of one s life. 7lobal changes are constantly
shaping wor), education, family and society and we as indi&iduals also
320097527.doc Page 18 of 25
8/16/2019 Managing Career With BEPZA1
19/25
change as we de&elop. 3ometimes we choose to ma)e changes and other
times, circumstances beyond our control change our situation.
Many changes, particularly those that ha&e been imposed on us are not
easy, but they can be rewarding. our attitude will determine how you
experience the result of change.
'o help you practice planned happenstance in the wor)place, here are
some things you can do-
•
8/16/2019 Managing Career With BEPZA1
20/25
and fulfill your career goals at the same time as meeting the needs of your
employer. Consider the following-
• 3ee) out training and professional de&elopment opportunities with
your current employer
• Find a mentor, build your networ)s and listen to ad&ice
• n partnership with your manager, change the content of your
current job through reconfiguring responsibilities ( this will enable
you to ta)e on new challenges, not necessarily for more income, but
for satisfaction and expanding your portfolio of s)ills
• @oo) for opportunities for promotion within the organi*ation
#ssess your role and situation periodically. s this wor)ing for you @oo)
out for critical signs along the way. #s) yourself the following 0uestions-
• 2o my employer and &iew my performance in a positi&e way
•
2o my &alues match this organi*ation and am happy with theirfuture direction
• #re my s)ills and competencies being used to their best ad&antage
BE !# pro&ides supports necessary for employees to de&elop their
careers. Employees may utili*e these facilities without any barrier. 'o
impro&e present s)ills or o&ercome negati&e impression regarding
performance, the employees may search the route cause and discuss the
matter with their cowor)ers and senior executi&es to o&ercome the
problems. Besides, BE !# patroni*es &arious training programs which are
320097527.doc Page 20 of 25
8/16/2019 Managing Career With BEPZA1
21/25
8/16/2019 Managing Career With BEPZA1
22/25
3ome of the challen in "ro/ects are as follows-
-orthern Area Po$erty )ed%ction #nitiati$e *-A)#+ Pro/ect:
$+#4 % roject is a pilot program to assess the applicability of certain
alternati&e approaches to po&erty reduction and women empowerment to
facilitate access to employment opportunities in the garment and other
sectors for poor and &ulnerable women from lagging areas of Bangladesh.
'he project is funded by the 1orld Ban). #s part of the project, it has
been planned to construct 2ormitory and 'raining Centers $2'C% in
designated areas close to 2ha)a E !, Darnaphuli E ! and shwardi E !
areas. 'hese facilities in each location will be used by H;; women at a
time. roper training will be imparted to facilitate entry in the rele&ant
sector.
Central Effl%ent Treatment Plant at 0haka EPZ %nder PPP:
2(1#'E4 C.E.'. . EC
8/16/2019 Managing Career With BEPZA1
23/25
8/16/2019 Managing Career With BEPZA1
24/25
ac0uired in a ta)eo&er. 5ope for the best but be prepared for the worst/
may be clichJ, but it s still not bad ad&ice.
BE !# pro&ides all necessary supports for those who are in&ol&ed in
challenging projects to execute c ontin ency "lans to meet the crisis
period.
320097527.doc Page 24 of 25
8/16/2019 Managing Career With BEPZA1
25/25