Professional Documents
Culture Documents
Introduction:
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 words, HRM means employing people, developing their
capacities, utilizing, maintaining and compensating their services in tune with the job and
organizational requirement.
Bangladesh is the ninth largest county of the world as regards its population not for its area of
land. It has almost 14 core people. So the main thrust could be given on the development of
human resources. In the country, some large, medium size and a large number of shall
business and industrial organization have been established and a significant number of human
resources are employed in the organization. Though more than 70% of its total population is
still involved in cultivation of land, but remarkable attempt has not been made to manage the
agriculture the national purpose. That is way Bangladesh his still is a poor country.
Bangladesh is rich for her population but very poor quality of human resources
In Bangladesh, much public and provide business, non- business and industrial organization
have been emerged. We got a big number of public organizations from erstwhile Pakistan
regime. But due to many lapses we could not manage that organization profitable.
Inappropriate human resource management policy is one of the causes. In the country,
recently some organizations have been established, among these organizations, institute of
personal management, industrial relations institute, Bangladesh society of Training and
development, Bangladesh society of human Resource management, Bangladesh public
administration training center are important. These organization conduct training programs,
undertake research activities. and publish journals, which contribute to human resource
department in Bangladesh. Some scholar namely profrssor Dr. Khondaker Bazul Haque,
professor Dr. Shahid Uddin Ahamed, Late professor Dr. Habbibullah, professor Dr. Durgadas
Bhattacharjee, professor Dr. abbas Ali khan, professor Dr. M.a. Manna, professor Dr. Moinul
isla, professor Dr. Ameeruzzaman khan. Professor Dr. Abu hossain siddique, professor Dr.
samsul Huq, professor dr. moklesur rahman, professor dr. Abdul manna Chowdhury,
professor Dr. Ali Akas, professor anisur Raman and other researcher conducted a number of
research projects on different types of human resource management under the number of
banner of Bureau of business research, faculty of business studies, university of Dhaka.
Institute of business administration (IBA), University of Dkaha has also contribute a lot of
the development of Knowledge base through research, training and consultancy service.
University of Dhaka, Rajshahi, Chittagong, Khulna, Islamic University Kustia, Sylhet,
Jahangir Nagar University and Bangladesh Institute of management (BIM) has under take
many research and development activities for the Development of HRM in Bangladesh.
Institute of Bangladesh Studies Rajshahi University is pioneering organization in the field.
National University, Gazipur conducts Training program regularly the year for the
development of HRM of Bangladesh (collage level) almost the public Universities publish
journals accommodating many article of HRM.
They are offering M.phil and ph.D programs for the same purpose. University Grants
Commission of Bangladesh, Dkaka offers research projects in the field in Bangladesh. HRM
area has attracted special attention in business education. In both public and private
universities, BBA and MBA programs have a separate major area of study on HRM. Every
year thousand of graduate are getting orientation and specialization on HRM. A substantial
number of M.Phil and Ph.D dissertation have been prepared on different areas of HRM. A
number of training and development institutes are working in the country for HR
development for managing the organization.HRM has already been recognized as the
profession.
Invention of computer and internet has opened of expanded knowledge in the area. A vast
educationist now is involved with development of HRM knowledge using this technology.
The learner is so interested that if they are asked to prepare any assignment on HRM. They
try their level best to update their knowledge and thus they are preparing hinders of
assignment on this subject. Both national and Multinational Corporation has their own
research divisions. They are extending their cooperation the area. A number of books on
HRM practices in Bangladesh have been published. Considering all these contribute of
researchers, academician and institutions in Bangladesh. We can say that future of HRM in
bright in Bangladesh. More contribution is waiting for HRM in Bangladesh in the days to
come.
Human resource management has been defining in many ways by different authors. These
definitions are given below:
2. Gary dessler: the policies and practices involved in the carrying out the people and human
resource aspects of management position including recruiting, screening, training ,rewarding
and apprising.
3. Milkovich & bounreau: Human resource management is a series of decisions that affect
the relationship between employees and employers; it affect many constituencies and
intended to influence the effective of employees and employers.
4. Dale Yoder: Human Resource management is the provision of leadership and direction of
people in their working of employment relationship.
6. Mathis and Jackson: Human Resource management is the use of Human Resource in an
organization through the management of people related activities.
The first future of Human Resource management is to develop a well-accepted policy for the
organization. The purpose is to practices Human Resource management activities in a better
way.
Human Resource management must establish a chain of commend without which discipline
cannot be maintained. These include unite of command, unit of direction and scalar chain.
Human Resource management must ensure full professional and operational knowledge or
proper functioning of the activities without which better Human Resource management can
never be practiced.
Human Resource management must communicate and give proper guidance to the
employees. Thus company policies and decisions can be properly interpreted and practice.
In fine, these feature and characteristics discussed above can pin-point the nature of Human
Resource management in Bangladesh.
Policy is a guideline for managerial decision and action. Principles are the fundamental truth
established by research, investigation and analysis. Many human resource principles have
been established through practice, experience and observation. Principles are universal truths
generally applicable to all organization. Policies on the other hand, very form to organization
to organization. Principle guide mangers in formulating policies, programmers, procedure
and practices. K aswathappa has mentioned some Human Resource principles which are as
follow
5. To increase job satisfaction: Job satisfaction is essential for proper performance and
good-labor management relations. Therefore Human resource Management tries to
achieve job satisfaction level.
6. To attract good people: without attracting good people, organization cannot run
smoothly or can cope with the competition. Therefore Human Resource Management
wants to attract good people for the organization.
9. To use human resources properly: The organization can best every employee try to
give them proper assignment and make sure that everything has been done timely without
most care and sincerity.
10. To co-ordinate different sections of the organization: With a view to ensure co-
ordination among different sections of the organization, Human Resource Management
can set its objectives and get objective fulfilled achieved.
In conclusion we can say that, Bangladeshi human resource managers belongs to special type
of mentality as regards, recruitment, selection, promotion, training and many other human
resource management functions. Bangladeshi organizations should try to avoid these
characteristics and develop modern fair policies very soon.
In recent years there has been relative agreement among Human Resource Management
specialists as to what constitute this field of Human Resource Management. The American
Society for training and Development (ASTD) developed the model that provides the focus
for Training and Development of human resources. In its study, ASTD identified (nine)
human areas. In the context of Bangladesh we can propose a separate model for Human
Resource Management consisting of fifteen areas. The components of the model can be
discussed briefly as follows:
1. Human resource Planning: Human resource planning focuses arranging the
organizations major human resource needs, strategies and philosophies.
3. Promotion and transfer: Human Resource Management promotes and transfers people
following the established rules or procedures of the organization.
4. Job design and analysis: Organizational job design focuses on defining how tasks
authority and systems will be organized and integrated across organization units and in
individual jobs.
5. Training and development: Human Resource Management tries to train and develop its
employees considering individual, organization and training institute needs.
7. Rewards and benefits: Compensation refers to all the extrinsic and intrinsic rewards for
employees. It includes benefits also. Its focus assuring compensation benefits, fairness and
consistency.
7. Merit rating: It is a systematic evolution of the nature of performs of finally selected and
posted employees at the right place. The main purpose is to offer them benefits packages.
12. Communication: Every decision, work plan and strategy or methods of work should be
properly communicated to the employees for the implementation to ensure employee
involvement and participation.
13. Human resource costing and audit: Human resource Management should analyze cost
benefit for and from the employees respectively and undertake audit of the present
position and future need of employees for the organization.
There are various means to success of Human resource Management. All these means have
been classified into 6 types al follows:
1. Proper policy: Human resource Management should have proper policy regarding
recruitment, selection, promotion, remuneration etc. as sources of success.
2. Acceptability of policies: All policies formulated must be accepted by the employees
and then they should come forwards to execute the policies.
3. Capability: Every Human Resource Management must be capable to formulate
effective policies and at the same time these must have implemented though
employees.
4. Top management support: If Human Resource Management receives support from
top management, they can easily formulate policies without any fear and implement
them without discrimination.
5. Trade union support: For implementation and acceptability of plane and programs,
trade union support is also must. Because their support can only excuse the plans.
6. Impartiality: Impartial implementation can motivate people to work more for future
benefits; Human Resource Management must show impartial treatment to all levels of
employees.
Human Resource Management in Bangladesh organizations can use this means of success.
We can mention more points for measuring the success e.g productivity or serviceability,
industrial relations, profitability, proper use of organizational support etc. for determining the
success or failure.
8. Lack of motivation
In addition to these points, there may be other problems of HRM. Number of problems and
its nature depends on size and activities of the enterprise.
The following measures may be effective to solve the problems of HRM in Bangladesh. If all
these are taken carefully, we hope problems may be solved successfully.
2. Proper establishment