HR P in Bangladesh

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 on people 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 as1. 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.

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 Lapses 19. Clear Understanding 20. Listening Actively

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 Objective Process Hurdles Recruitment It encourages large number of Selection It attempts at rejecting unsuitable candidates. It is a complicated process. Many hurdles have to be crossed. It is a negative approach. It follows recruitment. It is an expensive method. More time is required.

Candidates for a job. It is a simple process. The candidates have not to cross over

many hurdles. Approach It is a positive approach. Sequence It proceeds selection. Economy It is an economical method. Time Consuming Less 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

 Employment Agencies Schools, Colleges and Universities Professional Organizations Cyberspace Recruiting Unsolicited Applicants 9. Discuss the Recruitment Process. Ans: Recruitment Process Organization Vacant of new position occurs Perform job analysis and plan recruitment effort. Generate applicant pool via internal or external recruitment methods. Evaluate application via selection process Impress Applicants Make offer 10. Discuss the Selection Process. Ans: Impress company during selection process Evaluate jobs & companies Accept or reject offers. Applicant Received education and chose occupation occurs. Acquire employment experience. Search for job opening

11. Recruitment and Selection Process in Public Services Commission. Ans: Recruitment and Selection Process in PSC as follows: Receiving Application Preliminary Test Written Test Viva/Interview Conditional Job offer Reference Check Police Verification Medical Examination Final Job Offer Posting

Screening Rejection