ASSIGNMENT ON RESEARCH OF HRM PRACTICE IN BANGLADESH FOR UNDERSTANDING THE NATURE OF HRM PRACTICE IN PRIVATE BUSINESS ORGANIZATION

EXECUTIVE SUMMARY
The world around us is changing and the HR Roles and Responsibilities have to change as well. In the past, the HRM was responsible for developing the processes, which assure the top quality delivered to the organization.

The demand from the organization changes the organization does not expect the HRM function to react to its requests; it expects HRM Function to proactively propose new solutions, new procedures and new policies to keep the competitive advantage on the market.

The HR Roles and Responsibilities needs to react to this basic request by the organization to keep the level of the satisfaction. Unfortunately, when you browse the Internet to find information about the HR Roles and Responsibilities, you usually find the tables describing the split of roles and responsibilities between HRM function and the internal clients.

Nowadays, the HRM has to deliver even more. The HR Roles and Responsibilities have to take the high level recognition of the organization and they need to be adjusted to make a full fit.

The HR Roles have to be adjusted to: keep HRM Function focused on tracking and implementing new trends in the industry keep HRM Function focused on helping the line management to implement improvements keep HRM Function focused on operational excellence keep HRM Function responsible for developing the Human Capital potential in the organization

The HR Responsibilities have to be adjusted to:

demonstrate the Line Management the will to keep the responsibility for the Human Capital costs

keep the competitive advantage on the market (and not just the job market) demonstrate the will to drive the main HR Processes to keep the organization in the excellent health

keep HRM Function supporting the Business Strategy to reach the business initiatives

keep HRM responsible for the tasks resulting from the Business Strategy

Thus with this topic, we have tried to find out how much does these practices are practiced in our country.

1.0 INTRODUCTION

Human Resource Management (HRM) may be defined as managing human elements (such as employers, employees, owners, workers) who are directly involved with the organization to achieve organizational goals and objects. These human elements are considered as the resources because they contribute themselves for the organization and the society as a hole.

It is responsible for-

1. Hiring competent people; 2. Training them; 3. Helping them perform at high levels; and 4. Providing mechanisms to ensure efficiency.

1.1 Objectives

In this assignment we look over the practice and nature of HRM in private business organization in Bangladesh in the current period. We compare the practice and nature of HRM and do some research on the cause and effect of those activities. Then we find some scope and limitations and at the end we try to give some suggestion to improve the situation according to the opinion of HR executives.

1.2 Methodology

To find out the relevant data and facts we search on internet, read text and other books and discussed with Human Resource executives. Then we completed the survey papers from HR executives in different private business organizations. Each of our group members completed five survey papers which contains nineteen questionnaires. Then we combined all the group members' papers and made a graph. Then we made evaluations, 4

SWOT analysis, focus overall the situation and practice of HR and its scope and limitations in Bangladesh. Lastly we try to give some suggestion to improve the situation.

1.3 Scope

HRM is the systematic way to get efficient people through the process of recruiting, selecting, training, developing and so on. HRM does not established at all yet in Bangladesh but it has the scope to establish very soon. Because most of the private business organizations try to follow the HR practices with learning foreign companies and try to build separate HR department.

From preparing this research paper, we learn so many things as well. As an undergraduate student we already know how efficiently a research paper can be made, what are the common troubles to get information from different field and also the thorough methods to make a research paper. Initially it's very helpful to make our later research paper before getting graduation. Mostly we get benefitted in our future professional life.

1.4 Limitations

To make this research paper we have faced some troubles. As a new maker and a student of private university who get very few time to make this whole work. Otherwise we may do this work more efficiently. Another limitation is that HRM is not established in Bangladesh yet. Most of the companies do not have separate HR department though they are follow HR works. So it would more easily and perfect if companies have established HR department.

2.0 IMPORTANCE/ ROLE OF HRM/ FUNCTIONS

Human Resource Management is involved with different activities such as:

1. Recruitment: The process of seeking sources for potential job candidates. 2. Selection: Selection is the process of pulling the best possible candidates from the available candidates. 3. Training: Training is the learning experience that seeks relatively permanent change in individuals that will improve their ability to perform on the job. 4. Employee Development: It is the process of preparing employees for jobs of greater responsibility in the organization. 5. Compensation: Used to gather factual data on pay practices among firms and companies within specific communities. 6. Performance Appraisal: Rewarding employees based on their job performance. 7. Motivation: It is the process of getting people to exert high energy levels. 8. Rewards: Rewards refer that giving their financial or non-financial benefits in terms of good performance of employee. 9. Labour Relations: Ensuring good communication within the all labours. 10. Safety and Welfare: Under the Occupational Safety and Health Act (OSHA), employers in industries where a high percentage of accidents and injuries occur must maintain safety and health records.

3.0 THE ROLE OF HUMAN RESOURCE MANAGEMENT IN PRIVTE BUSINESS ORGANIZATION IN BANGLADESH
Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.

Generally, the role and responsibilities of the HRM Function are defined well in theory, but the reality can be different from the organization to the organization. The HRM Function plays a different role in the manufacturing company and a completely different role it plays in the high tech IT Company. The investments needed to keep the current staff and the competition on the market usually define the playground for the HRM Function.

The HRM Function has to develop its role in the organization from the basis to the processes with the value added to the organization. The common route is to begin with the perfect services in the Personal Administration, Recruitment and Staffing and when the HRM Function is generally recognized as a reliable Business Partner to continue with other processes as the Leadership Development.

The value added HR Processes need a more recognized HRM Function in the organization or in the company. The HRM Function without credibility has no chance to introduce functioning value added processes and it needs to return to the basic processes to build its own credibility among the management population to have a trust.

The HRM Function is about a trust. To build the trust among the management population takes time and it cannot build over the night. The HRM Function has to work with a vision and this vision has to be sold the line management slowly. The HRM Function has to recognize the time as it cannot expect the perfect results immediately. To introduce efficient and working Performance Management System takes usually about 3 years to get proper results. There is no reason to expect a quicker implementation as the whole system is about employees and managers.

The HRM Function plays the role as the Finance Department plays in the organization. The HRM Function is not for a direct management of the processes, the HRM Function develops processes, procedures and tools for the top and line management to manage and conduct the processes in their own departments.

The HRM Function has to develop the management staff (and this is a direct responsibility of Human Resources and the top management) to work, manage and develop the employees in the organization correctly to ensure the organization healthiness.

Human resources management comprises several processes. Together they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments. When effectively integrated they provide significant economic benefit to the company.

Workforce planning Recruitment (sometimes separated into attraction and selection) Induction and Orientation Skills management

 Training and development Personnel administration Compensation in wage or salary Time management Travel management (sometimes assigned to accounting rather than HRM) Payroll (sometimes assigned to accounting rather than HRM) Employee benefits administration Personnel cost planning Performance appraisal Thus the role of Human Resource Management in private organization is briefly given below-

Supporting management by developing Center policy and procedures for preventing and stopping harassment and discrimination;

Educating staff, particularly through induction and retraining, with specialized training for line managers;

Assisting management in establishing avenues of assistance at all duty stations for staff members who have experienced harassment or discrimination;

Providing support and guidance to people directly involved in harassment and discrimination issues; and

 Providing guidance to committees investigating harassment and discrimination complaints.

6.0 RECOMMENDATION AND CONCLUSION

HR practice in Bangladesh is better than the past. In the past, HR role was concentrated to hiring firing and letter issuance-dispatching-filing stage. Now it has started to perform more than that. Such as employee motivation, Employee development, employee retention, facilitating organizational development initiatives etc. and thus contributes to the achievement of organizational goals. These value added job has just begun in BD. For a good tomorrow, this is a starting point. Employers have started to understand that the more they invest in human resources they more output is likely which lead them to emphasize on employee capability development. As such in many organizations, employee development is viewed as part of business plan. In these organizations, training budget is calculated as a percentage of total budgets of the organization.

Employer - Employee relationships is better than the past. Employers now recognize the importance of employees' participation in business planning, major decision making and organizational change process. Many organizations now conduct employee opinion surveys for collecting employee feedback and improve employer- employee relationships. Some HR actions have legal implications. But in the country context legal explanation does not seem to be adequate. There is lack of uniformity of the interpretation of law that lead to practice by organizations in different way. There is also ambiguity of existing legal policy or detailed policy framework on HR actions seems to be incomplete. In future the overall HR practice is expected to be brighter in Bangladesh because more are feeling the necessity of an established HR department in the organizational structure employer-employee relationship is expected to improve, IT will be part of HR practices which will make HR actions, decision making process faster and accurate. 10

7.0 BIBLIOGRAPHY

Uttara Bank Ltd., Arifur Rahman, Officer.

Uttara Bank Ltd., Md. Zamal Uddin, Relationship Manager

Uttara Bank Ltd., Md. Zamal Uddin, Relationship Manager

http://:www.standardcharterd.bd.com

http//:www.bracbank.com

http://:www.dbbl.com.bd

David A. DeCenzo and Stephen P. Robbins, Fundamentals of Human Resource Management, 8th ed. Willy

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