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HRM Problems & Prospects in Bangladesh context

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.

History and development of HRM in Bangladesh:

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.

Definition of human Resource management:

HR management has been defining as process of acquisition, development, motivation,


maintenance and utilization of manpower in the organization. That is HR management is
related to a few aspects of Human Resource working in the organization.

Human resource management has been defining in many ways by different authors. These
definitions are given below:

1. Ricky W. griffin: Human resource Management is the set of organizational activities


directed at attaching, developing and maintaining and effective work force.

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.

5. M. Ataur Rahman: Human Resource management may be a set of activities which


include acquisition, development, motivation, maintenance and utilization of manpower in
the organization, for the purpose of effective and timely achievement of organization goal.

6. Mathis and Jackson: Human Resource management is the use of Human Resource in an
organization through the management of people related activities.

7. According to DeCenzo and Robbins: Human resource is comprised of the staffing,


development, motivation and maintenance function. Each of this function however is affected
by external influence.

Human Resource management is the set of activities reaching to procuring, developing,


maintaining and utilizing of group people for the proper functioning of organization activities
and achievement of goal.

Characteristics of human Resource Management:

There are several feature/ Characteristics of human Resource Management. These


characteristics pinpoint of the nature of human resource management starting from
acquisition to utilization of human source which are briefly discus below:

1. Development of well-conceived policy:

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.

2. Development of Harmonious relation:

Development of Harmonious relation is aimed to achieve goal, for fulfillment of the


functions. All barriers to cordial relation should be removed.

3. Establishing a chain of commend:

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.

4. Awareness of own nature of service:

This is the fourth characteristics of Human Resource management in Bangladesh.

By creating awareness promotion policy can be established; training policy can be


implemented and other policy can be made well understood.
5. Acquire full professional and operational knowledge:

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.

6. Must be good communication and effective leader:

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.

Principle of Human Resource management:

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

1. Principle of scientific selection: principle of scientific selection is to select the right


person in right time for the right job.

2. Principle of employee development: principle of employee development is to offer full


and equal opportunities to every employee to realize employee’s full potential.

3. Principle of labor management cooperation: principle of labor management


cooperation is a promote cordial industrial relation.

4. Principle of free flow of communication: principle of free flow of communication is to


keep all channels of communication open and encourage upward downward, horizontal,
formal and informal communication.

5. Principle of fair remuneration: principle of fair remuneration is to pay fair equitable


wages and salaries commiserating with jobs.

6. Principles of incentive: Principle of incentive is to recognize and reward good


performance.
7. Principles of dignity of labor: Principles of labors is to treat every job holder with dignity
and respect.
8. Principle of participation: Principle of participation to associate employee
representatives at every level of decision making.
9. Principle of contribution: Principle of contribution is to natural prosperity to provide a
higher purpose of work to all employees and to contribute to national prosperity.
10. Principle of team spirit: principle of team spirit is to promote cooperation and team
spirit among employees.
Basic functions of Human Resource Management
There are so many functions of human resource management. Some are general functions and
some are basic functions. The basic functions of human resource management are as follows:
1. Acquisition: The first function of human resource management is acquisition of
efficient and committed people for the organization.
2. Development: After acquisition, the next function is to develop human resources by
training so that they can work efficiently and utilize skills and efficiency to a large
extent.
3. Motivation: After making the human resources skilled and efficient, HRM must
retain them in the organization for a long time. By applying motivational means this
purpose may be fulfilled.
4. Maintenance: The basic function of human resource management is to maintain the
people in the organization so that they can devote themselves wholeheartedly keeping
good relationship with management.
These are four basic functions of human resource management. In many foreign books these
functions have been highlighted first.

The philosophy of Human Resource Management


The basic guide to HR management action in any company derives from its philosophy
toward people. A philosophy exists in every company, although it is not written down. It
guides to personnel policies. There are two contrasting views regarding employee at work.
1. Technical factor: Labor is viewed as technical factor of production. They are treated
as a commodity and they can be bought and sold. They are considered, as cogs in the
machine they are hired and fired at will. Writings of Taylor and Adam Smith
reinforce these concepts. Employees must be controlled and closely supervised be
Management with limited potentiality. This is consistent with theory as suggested by
Douglas McGregor.
2. Human factor: Labor has been viewed as a human factor with a lot of positive
potentials. So they must be treated with respect and dignity. People are assests-not
cost. Investment on people is very rewarding and dignity. Management must develop
and utilize the talent of people to achieve common goals; japan is the first country
who realized the importance of human veiling in its attempt to human values. It
achieved unprecedented progress in all fields. Bangladesh can follow the instance of
giving in fortance on HRM to increase productivity. She can talk many projects to
develop it human by training resource by training and utilize vast human resources.
Objectives of Human Resource Management
Following objectives are important which can be discussed in short. With the fulfillment of
these objectives Human Resource management becomes successful:
1. To develop efficiency and skills of employees: First objective of Human Resource
Management is to develop efficiency and skills of employees working in the
organization. If these objectives are achieved organization can reach at its target.
2. To ensure effective performance of employees: Human Resource Management can
ensure effective performance of employees. Effective performance at all levels can
help the organization to obtain productivity target.
3. To change behavior of employees: With a view of change behavior of employees
Human Resource Management activities can be performed. Behavior change can ensure
to reduce resistance to change.

4. To train up subordinates: The forth objective of Human Resource Management is to


train up subordinates for effective performance. There may be different methods of
training employees.

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.

7. To make effectiveness: To make all organization programs an effective, Human


Resource Management acts restlessly. And to ensure effectiveness, thus, all policies are
formulated accurately.

8. To ensure discipline: Human Resource Management always tries to ensure discipline


and to maintain peaceful environment in the organization. For the purpose, HRM takes
positive measures and maintenance balance.

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.

11. To develop working conditions in the organization: Last objective of Human


Resource Management is to developing working conditions of the organization. Without
this performance, quality and target cannot to be achieved.
In addition to these objectives there may be other objectives. Whatever may be the
objectives main employees should be deployed to the achievement of set objective?

Nature of Human Resource Management in Bangladesh:

The nature of Human Resource Management in business and non organizations in


Bangladesh can be discounted by some points. Though these points may not be the final but
still these can be kept in mind to group the nature of Human resource Management of a
developing country like Bangladesh.

1. Management is more or less efficient.

2. Employees are more or less committed.

3. They are more or less skilled.

4. Government pressure is high.

5. Decision (most of the company) comes from the government.

6. High degree of irregularities.

7. Lack of sense of accountability.

8. Lack of human resource policy.

9. Heavy pressure of trade unions.

10. Undue political pressure.

11. Lack of quick decision.

12. Improper utilization of all resources.

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.

Human Resource Management Model in Bangladesh:

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.

2. Recruitment & selection: through recruitment & selection, Human Resource


Management procures and selects only skilled and efficient employees. These are the first
level functions of Human Resource Management process or model. After job design or
recruitment, most appropriate persons are chosen from available candidates. Selection and
staffing needs focus matching people and their career needs and capabilities with job and
career paths.

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.

6. Job evaluation: It is a process of systematic assessment of employees jobs for the


establishment of a well conceived pay plans.

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.

8. Career development: Career development is the personal improvements employee


understands to achieve a personal career plan. It is offered by the organization for its
member to increase their awareness. Career development policy attracts committed
employees and relation them in the organization.

9. Grievance handling: Grievance handling is another important task of Human Resource


Management through which dissatisfaction toward the job employment can be solved or
removed. Otherwise, employee can not deploy his effort for the organization.

10. Disciplinary action: Indiscipline can hamper organizational performance to a great


extant. Therefore, Human Resource Management is to take or adopt either hot stove
approach or progressive approach for disciplinary purpose.
11. Employee service/Welfare: Human resource Management should offer some
supplemental rewards to the employees in addition to their regular pay for creating
motivation and dynamism among the employees.

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.

14. Labor relations: It focuses ensuring healthy organizational relationships. A human


relation is important for Industrial peace and good working environment.

In fine, in the industrial organizations of Bangladesh, the Human Resources Management


model can be applied judiciously. If all these components of the model are followed in the
organization, there is a possibility of substantial success.

Means to success of HRM in Bangladesh:

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.

Problem of human resource management in Bangladesh

Problem of human resource management in Bangladesh face a lot of problems. These


problems can he classified into many types. These are mentioned below:

1. Shortage of professional management

2. Lack of skilled human resource manager.

3. Insufficient number of HR organization

4. Absence of human resource planning.

5. Change of job of human resource manager.

6. Lack of career planning and program

7. Absence of proper evaluation

8. Lack of motivation

9. Lack of motivation Lack of suitable relations between labor and management

10. Negative politics.

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.

Means o to overcome the problems of HRM in Bangladesh:

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.

1. Effective human resource planning

2. Proper establishment

3. Long time job as human resource manager

4. Possibility of career planning and program


5. Positive relations between labor and management.

6. Proper job evaluation

7. High professional management

8. Ability of skilled human resource manager

9. Proper human resource motivation

10. Positive working condition.

Conclusion: In Bangladesh, problems of human resource management are manifold. So


multidimensional measures can be used to solve the problems. Business and industrial
organizations mist afford these measures.

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