Professional Documents
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of ways like free flow goods and services, free movement of labor, different sectoral and political
openness, military alliances, etc. It is a buzzword in todays world, yet the degree to which
different countries around the world should become integrated remains a matter of controversy.
With the advent of Globalization, the developing countries have taken a number of structural
adjustments and different measures to achieve competitiveness, efficiency in resource allocation
and development of human resources. Human resources are the catalyst of development for a
country and the government of a country should lay high emphasis for the development if its
human resources. But there is fears that most of the rapidly growing populated developing
countries will not have enough purchasing power at the disposal of their consumers to enable
them buy the imported food (Haq, Khadija 2002). Moreover, most of the South Asian countries
have very low level of reserves and are facing external debt problem leaving no room to ensure
food security through reliance on imports (Valdes, A. and A.F. McCalla 1999). In this backdrop, it
is worthy to analyze the impact of globalization on the human resources development of the
developing nations. Globalization brings diversity and innovative way of working in Bangladesh.
Basically the era of globalization practices of HRM from recruitment to industrial conflicts are
brought by Multinational Enterprises (MNEs) by sending expertise or recruiting host country
expertise.
MNES HRM practices in Bangladesh has an impact as difference between headquarters and
host countrys in aspect of culture, education, demographic which has considerable impact on
global practices. It is unlikely standard practices will be successful regardless of geographic
region.
In this report we try to find the issues and sub-issues cause problem in HR practices and
proposed the solutions to overcome the barriers.
The prime objective of the paper is to identify issues related with globalization and its impact on
human development. However, the specific objective of the paper is to evaluate the contribution
of Globalization on the human development of developing countries by focusing on the areas
where the countries reaped benefits and where they faced obstructions due to globalization. The
paper is based on secondary materials. Several articles of the renowned economists are
consulted to get a clear concept of the topic in respect to objectives mentioned above. Besides,
different other publications like Human Development Report, UNDP report and World Bank
report, etc. were also consulted to make the paper informative and objective oriented.
Research Objectives:
Human resources management was termed people management in early days where human are
being treated as resources like machineries but the HRM brings the concepts human is
sustainable capital.
The objective of the research has cover definite part of human resource development. These are
as follows:
1. Recruitment: there is significant vast difference between MNEs from western countrys and
host country recruitment process.
2. Employee relation: we will explore individualism VS collectivism, employee performance
appraisal, employee participation, motivation, commitment and trust and so on.
3. Industrial relation: we will discover the involvement of trade union, employer association, Joint
consultative committees (JCCS), and government policy in industrial relation and also the impact
of trade union law and union density rate and there correlation approaches.
Research Methodology:
Research Methodology can be divided into three separate ways for making the research proposal
effective. These three methods are exploratory, descriptive, analytical and predictive methods. As
this Globalization and its impact on HRM practice itself is a broad topic, in this case Descriptive
method will be most effective. Descriptive method is generally used to identify & clarify elements
of the subject by analyzing every aspect of the collecting data.
For this method Quantitative data collection is the most effective one here. Under quantitative
Globalization:
Globalization as the seemingly relentless integration of economies, societies and cultures into a
borderless worldwide communications (Morrison, 2010, p. 32) technology and supply network is
a world-transforming processnot all which is pleasant, Although globalization is, and will
probably remain for some time, one of the most nebulous and misunderstood concepts (Beck,
2001, p. 19), there is some common ground to be found among all the confusion. That is the idea
of connections and relationships that go beyond the immediate, local environment (Gray, 1999).
Globalization is the process by which all peoples and communities come to experience an
increasingly common economic, social and cultural environment; but globalization as a theory,
deals with the compression of the world and intensification of consciousness of the world as a
whole (Robertson, 1992, p. 8). However, while the theory of globalization is relatively new, the
process is not (Epstein, 2002). Robertson (1992) further states that globalization was initially
discussed from economic perspectives, but soon after it became a topic for discussions among
intellectuals from cultural perspectives as well. Therefore, it is essential to interpret globalization
from both economic and cultural perspectives simultaneously to grasp its impact in every walk of
life. According to Giddens globalization is the dialectic of homogenization and heterogenization
(1991, p. 22).
In other words, globalization, by intensifying the interconnectedness among different people,
things, and ideas, homogenizes the world and yet at the same time, the world becomes
heterogenized as people are more aware of differences due to the increasing proximity with
differences under a globalized world (Giddens, 1991).
The notion of the world community being transformed into a global village, as introduced in 1960
by Marshall McLuhan in an influential book about the newly shared experience of mass media,
was likely to be the first expression of the contemporary concept of globalization (cited in Epstein,
2002). Despite its entry into the common lexicon in the 1960s, globalization was not recognized
as a significant concept until the 1980s, when the complexity and multidimensionality of the
process began to be examined. Prior to the 1980s, accounts of globalization focused on a
professed tendency of societies to converge in becoming modern, described initially by Clark
Kerr and colleagues as the emergence of industrial man (cited in Robertson, 1992).
Sources & Acquisition of data:
Primary data:
Primary data is a collection of data from different sources which is not yet been used by any
people as a subject or not yet processed by any management. It is also known as raw data which
is relatively same. Here, to get a statistics from the survey we can use computer or analysis b the
experts.
We will collect primary data by making a sample questioner to the employees or the authorities of
the bank having answers from them. Much of the research involves getting information from
employees of the bank about their perceptions concerning the HRM practices and the impacts of
it in globalization.
Secondary data:
Secondary data is already established b some other person not b the person who is using this
data. We will collect secondary data from the website of Southeast Bank limited and other HRM
and related websites. We will also try to find data from the globalization related books and
websites. We will information the selected bank from the Southeast Bank ltds website where
annual report, employee responsibilities, their profile, vision, mission etc. are available. We will
managment
the topic. Charts from varies economic or business journals is very much essential for presenting
in a better or clear way.
Four ways of collecting data:
Interview method:
Focus group interview- A Focus (Mahhotra & John -2002) group is an interview piloted by a most
trained people with great experience with few people. The moderator leads the discussions. The
main purpose of focus group is to gain insights by listening to a group of people from the
appropriate target market talk about the issues of interest to the researches. Focus group is the
most important aspect in a qualitative research. The group size should be 8-10.
Depth interview- A depth interview is an interview where the communication is one to one where
both can feel free to give interview which can go though them in depth. It is totally different from
the focus group interview which is taken on a group. It is also unstructured. But it is done by
person to person which is a better idea to conduct a survey. It is generally take by the high level
skilled professionals. He or she focus on the employees believes, attitude and motivation which is
more effective in HR practice. It naturally takes half an hour to one hour. The advantages of doing
this interview are it goes deeper discussion that focus group interview. Both can freely exchange
their views which are not possible in focus group interview method. Here respondents always feel
free to answer the questions with their own observations in word where questions are also free.
Survey method:
The survey method is obtaining information is based on the questioning of respondents.
Respondents are asked a variety of questions regarding their behavior, intentions, attitudes,
awareness, motivations, demographic & lifestyle characteristics. The size of the survey will
enable statistical analysis to be applied to any hypothesis. The questions may be asked verbally,
written, computer systems.
It involves separate questionnaires to a willing & a co-operative responds. The respondents
require some questions to answer which questions are prepared by the surveyor before
questioning the respondents. This method has several advantages which are in this method
questionnaire is simple to administrator; data obtained are reliable because the respondents are
limited to the alternative stated. The use of fixed respond questions reduces the variability in the
result that may be caused by the differences in the interviewers. Finally coding, analysis &
interpretation are simple. It has different types-Central location Personal interview, Telephone
interview, electronic interview, mail interview. Central location Personal interview, this research
methodology is characterized by basing the survey. This survey is located in a place where the
targeted people are mostly available.
Observation methods:
This method records the pattern of behavior of the people, their attitudes and gestures in a
proper way or we can say in a methodological way. The observers or the surveyors do not
directly feel the people attitude and they do not even directly communicate with them. Generally
information is recorded or collected from the past occurrence. Observation method may be
structured or unstructured, direct or indirect. Techniques such as ethnography & case study
methods are involved here to find the certain types of information.
How practice Human Resource and its impact on Globalization in context of Bangladesh?
Impact of Globalization on Human Development:
Globalization is a process of increasing interconnectedness of individuals, groups, companies
and countries. Its impact on trade and human development is immense. Trade liberalization
throughout the world is a direct outcome of globalization and it has an enormous and direct effect
on human resource development. Due to trade liberalization as well as the rapid development of
technology, especially information and communication technology the people of developing
country like Bangladesh are facing a bunch of threats as well as enjoying huge opportunities.
However, the impact of Globalization on the human development of a country can be discussed
in the following manner
Globalization as a Promoter of Human Development:
Education is one of the key components of Human Development Index (HDI). Literacy is
considered as an indispensable tool for transforming illiterate population into human resources as
well as for creating awareness among the masses about the various ills of society including
menace of high population growth (Hoque A H M Sadiqul,
1997). Only those societies that have acquired relevant knowledge and skills can compete
successfully in the global markets. To harness the benefits of globalization, education and training
become a priority (Wan Hooi Lai, 2003). Education leads to many social benefits, such as
improvements in standard of living, health & hygiene, reduction in infant and child mortality rate,
etc.
The education index, used in the computation of the HDI, itself consists of two components, i.e.
adult literacy (with two-thirds weight) and the combined (for all levels) gross enrollment ratio (with
one-third weight)(Haq, Khadija (2002). In this regard, the following table 1 and table 2 show the
condition of adult literacy and gross enrollment ratio of the South Asian Countries.
Adult Literacy Rate Of South Asian Countries (in %)
1990
2000
INCREASE
OVERALL
INDIA
OVERALL
MALE
FEMALE
OVERALL
MALE
FEMALE
48
62
34
57
68
45
PAKISTAN
35
47
21
43
58
28
BANGLADESH
35
47
22
41
52
30
16
NEPAL
26
38
13
42
60
24
SRILANKA
88
93
84
92
94
89
BHUTAN
38
47
MALDIVES
95
97
97
97
58.9
31.8
46
54
65.5
42
Country
Bangladesh
1990-91
1999-2000
1990-91
1999-2000
71.6
100.3
19.0
44.7
Bhutan
73
5.0
India
97.2
101.6
44.4
48.7
Maldives
134.0
133.7
49.0
42.8
Nepal
107.7
117.9
33.1
50.8
Pakistan
60.7
73.1
22.7
26.4
Srilanka
102.9
105.9
73.8
72.1
secondary level over the decade. Alarmingly, the status of Pakistan is at the lowest position
among the South Asian countries where as Maldives is the best performer among them.
Increase Quality of life by Ensuring Product Availability:
Trade liberalization helps the people of country to increase their life quality by lowering prices of
imports and keeping prices of substitutes for imported goods low. Most developingcountries
reaped benefits in this issue as the per capita income of those countries increased dramatically.
This is even more applicable for South Korea, Malaysia, Thailand, India, Vietnam etc. These
countries have opened their economies in recent years and have experienced faster growth and
more poverty reduction (Dollar 2001). On average, those developing countries that lowered tariffs
sharply in the 1980s grew more quickly in the1990s than those that did not (Dollar, op. cit., 2001).
Again, imported products that might be especially important for the poor people of a country
include basic foods, pharmaceuticals and other medical or basic health products, and used
clothing. The poor may also be benefited significantly from removal of export taxes or
prohibitions. An example of trade liberalization resulting in tangible and immediate benefits for the
poor is the African Summit to Roll Back Malaria, held in April 2000, at which the continents heads
of state pledged to reduce or waive taxes and tariffs for mosquito nets, insecticides, antimalarial
drugs, and other goods and services needed for malaria control (Bannister Geoffrey J. and
Thugge, Kamau, 2001).
Increasing GDP:
Again being infzuenced in international trade, the productive resources of a country are
channeled into the economys comparative advantage industries. Because of this redistribution of
resources, overall output produced (GNP) raises. The following figure 3 compares the gains to
developing countries that are projected from the removal of merchandise trade barriers in the
industrialized countries with the gains that they are projected to receive from removing their own
barriers by 2015 as a percent of GDP.
Shows
that
the
total gains to developing countries from reducing their own barriers are substantially larger than
the gains they are projected to receive from the reduction of barriers in the industrialized
countries. Moreover, overall gains to developing countries from liberalizing their own
merchandise trade barriers are projected to be 1.2 percent of GDP, compared to 0.6 percent of
GDP from liberalization in industrial countries.
Annual Gains to Developing Countries from Reduction of Trade Barriers by 2015 (Percent of
GDP):
Figure 3 shows that the total gains to developing countries from reducing their own barriers are
substantially larger than the gains they are projected to receive from the reduction of barriers in
the industrialized countries. Moreover, overall gains to developing countries from liberalizing their
own merchandise trade barriers are projected to be 1.2 percent of GDP, compared to 0.6 percent
of GDP from liberalization in industrial countries.
Employment and Income Generation:
Trade liberalization has a direct impact on the employment scenario and wage condition of a
country. Labor market of a country comprises rural, urban and informal sector. The informal
sector, a part of the economy where businesses are not incorporated or otherwise registered with
governments, has a significant role in income generation for the poor people and is also affected
by trade liberalization. Employment in micro enterprises, especially in the informal sector, has
increased at high rates in developing countries over the last 20 years. The proportion of this type
of employment in the nine largest Latin American countries reached in the early-mid 1990s 58%,
and the corresponding values for sub-Saharan Africa, North Africa and Asia were 74%, 43%, and
62%, respectively (Sainz P, and Young S, 2000). Again, globalization leads to the informalization
of the economy through outsourcing and subcontracting by large corporations. Nike, for example,
relies on a cascading chain of over 10,000 micro subcontractors.
Human Development Index:
Usually people are expected to live a long and healthy life, to be educated and to have access to
resources, needed for a decent standard of living. Human Development Index, constructed as a
measure of human development, consists of three components: longevity, knowledge, and
decent standard living (Haq, Mahbub ul 2002). Life expectancy at birth, education or literacy rate
are the proxy for longevity and knowledge situation of a country. For child mortality rate and child
immunization rates are the signs of healthy life leading and for decent standard of living, GNP per
capita is the prime indicator. Thus the combined HDI of the South Asian Countries is shown in
table 4 below
HDI Values for South Asian
Countries Year
India
Pakistan
Bangladesh
Nepal
Srilanka
1990
0.511
0.442
0.414
0.416
0.697
1995
0.545
0.473
0.443
0.453
0.719
2000
0.577
0.499
0.47
0.49
0.741
Most
of
the
developing
countries are still largely dependent of agriculture. When developed countries are transiting from
industrial era to information era most of the developing countries are still entering into
industrialization. Most part of their GDP still comes from agricultural sector. A bumper production
of crops usually results in a hike in GDP or vice versa.
On the issue of domestic support, developing countries farmers get subsidy from government in
different forms. Usually fertilizers and electricity are provided at subsidized rate; capital is
provided under simple conditions and at low interest rates. On the issue of Aggregate
Measurement Commitments (AMS) Reduction Commitments, the member countries of WTO are
committed to reduce domestic support that encourages domestic support and is therefore
considered to distort potential trade flows (OECD 2001). Though developing country members
with no AMS will be exempt from reductions in de minimis1 and the overall cut in trade-distorting
domestic support, it is not sure how long this benefit will continue. Here it is worthy to note that
under URAA (Uruguay Round Agreement on Agriculture) Art. 6.4, de minimis percentage for
developed countries is 5% and for developing countries it is 10%. On the issue of export
subsidies, an end date for all export subsidies in agriculture by 2013 has been agreed in the
WTO meeting. This will also harm the developing countries more compare to developed
countries. Because the share of export subsidies for developed countries is far smaller in overall
agricultural support in comparison to that of developing countries. As for example, export
subsidies consist of only 3.5 percent of the overall agricultural support provided by the EU. On
the issue of tariff, if they are decreased, farmers will face tough competition against imported agro
products. Tough competition may lead to reduction in price. In that case farmers may not be able
to reap the real price of their product or they may not be able to sell their products at all.
Food Security and Impact on Peasants:
Though it is assumed that free trade will increase food security, but this assumption is under
question. The goal of food security is in danger because increased market access was the
hallmark of the free trade agenda. WTO agreement on Agriculture (AOA) has promoted an
industrial model of agriculture that has jeopardized food security in developing countries. AOA
had incorporated three broad areas of commitments from member states, namely in market
access, domestic support and export subsidies. The global food chain is increasingly distorted by
the disparities in power between global agribusinesses on the one hand and farmers and
consumers on the other. For instance, the virtual removal of quantitative restrictions, the
phenomenon of declining agricultural commodity prices in India since 1999-2000 had lead to a
spate of farmers suicides in Punjab, Rajasthan, Karnataka and Andrapradesh ((Francis Sheelu,
2001). Alarmingly, 36 countries (all developed) have the right to impose special safeguard
provisions if agriculture imports distort their domestic markets and these countries have used this
provision 399 times till 19992. Thus due to negative effect of trade liberalization on agriculture,
small and marginal farmers gradually displaced from food crop production. Mechanization has
displaced the landless agricultural laborers. The farmers are also facing a situation where the
cost of the agriculture inputs is much higher that the actual returns they get from their production.
Moreover, the developing countries are flooded with cheap and highly subsidized agricultural
imports and their agrarian economy has gradually been thrown out of gear. The farmers of these
countries are facing severe marginalization and the tendency toward urbanization has increased
alarmingly.
STRATEGY RECOMMENDATIONS:
Globalization paves the way for human development, side by side opens up a threatening
situation where the human development factors are hindered to grow in a smooth manner. Again,
it is evident that there are still significant economic gap between developed and developing
countries. Moreover, the developed countries themselves still have protection in different sectors
like agriculture, steel, textile, etc. Such scenario among the different counties of the world does
not show a universally applicable principle of world trade. In such backdrop, what strategies the
developing countries should adopt? Following are the few strategy recommendations for the
smooth human development of the developing countries in general and Bangladesh in particular
under a global economic structure.
Development of Agriculture Sector with
million people. Therefore, more allocation of money and more priority should be given on
education sector for the development of both child literacy as well as adult literacy.
Building Industrial Backbone and Adopting Globalization Principles in Selective Manner:
Developing Industrial backbone is essential for developing countries especially for Bangladesh.
This is because, most of the developing countries are agro based and over populated. It is not
economically viable to depend on agriculture only. Therefore, if the countries can build industrial
backbone then it will help them to be self-dependent.
In case of building industrial base, globalization has a direct impact.
Indicative Literature review:
Parent expertise in host country:
First expertise from parent country will expect cultural sock in host country in term of security
concern, time management, attitude to woman transport, local language, excessive bureaucratic.
Culture shock leads expertise hostile approaches towards HCNS. Cultural shock creates stress
and lowers the productivity and moral of employee. In US, number of employees claim
compensation due to work related stress (Stephen and Susan, 2006). Its expertise job to diffuse
practices from parent country to host country it could be difficult because HCNS also find it
difficult in terms of different cultural of parent.
Solution:
Most importantly to overcome culture shock is coping with uncertainty but crucial for critical to
success depends on is faster adaption. Person has the experience more likely perform well in
host country rather inexperience EXPERTISE. Company need gives security to the employees
family and fringe benefit such as children education, free housing, car, furniture etc. To get best
output from Expertise Company need to make them feel live in home country. Language training
is necessary to understand the local language to communicate effectively. Expertise failure
causes for personal adjustment problem in terms of social, cultural, economic and political and
that can solve by better selection, training and mentoring the expertise.
US based carbon county board of commissioner chairman OGurek said that why they form union
they do not need to tell us whether for social or economical reason we always been fair
especially in this economic situation its become difficulty for the MNES to lobby against the
union. So there is ongoing fight between capitalist and socialist. Its become difficulty for the
MNES to lobby against the union. So there is ongoing fight between capitalist and socialist.
Cross -culture management:
Martin (2002) said culture is largely unmanageable at the organizational level (L. Rosemary, L.
Ben, and M. Hamish, 2006). MNEs issues cross-cultural difference between nation and
differences between national values and attitude. Schneider and Barsoux (1997) identified that
problem exists in all society; different group will solve them in different ways. Corporate culture of
parent is very difficult diffuse in the home country because values, behavior and attitude of
people are significantly different. Interpret employee social and cultural values are sources of
employee and management conflict. Labors demand and supply trends in the host country and
their skills, industrial and technological advancement. And also section methods affect the parent
recruitment policy at host country issue such as shortage of skills, favor etc. Maryann (2002)
pointed that Monolithic organization is still viable which is isolating organization from pressure of
change. Monolithic defender is usually preventing organization to adapt with diversity and make
cultural integration.
DU GUY et al found that issue also arise in different countries workforce knowledge, discourse,
power and identity (Du Guy, 2002). French and Italy practice ER IN their organization in power
Terms but in Britain is opposite.
Universal approach of best practice of US based parent (high performance practice) ignore the
societal aspect of host country because countries are differed as flexible adaption in Italy, diverse
quality production in Germany sociotechnical in Sweden. Its difficult for parent diffuse parent
country practice in host country due to cultural diversity.
Change senior management due the retirement brings changes in the leadership style which
crates problem for employees to adjust with these changes. Gender obstacles are seen as main
problem in many countries. Corporate language and subsidiary language could be different and
that can creates problem in communication because translation takes time. Dowling and device
identifies language could be the barriers for the communication between PCN and HCN.
They focus on language standardization, dual language practice at work place Language; country
like Germany prefer German rather English. Jin (1998) found that most Chinese, in English they
are weaker conversational than written (S. Gunte and B. Ingamar, 2006).
Solution:
MNES need to reduce the local culture barriers by exporting parent culture and communicate
with people the benefit of the standardization of practice. Reduce the level of interaction in
cultural aspect and understand the local and practices hybrid culture for the commitment
employees to achieves business goals. In terms of convergent or divergent approach parent
have bring synergy. Boxel and Purcell (2003) identified for the sustainability of MNES developing
innovative strategy and practice these to country to country (Mustafa 2005). Parent have able
cope with changes in structure, procedure and employee relation practice of specific country
the employees believes, attitude and motivation which is more effective in HR practice. It
naturally takes half an hour to one hour. The advantages of doing this interview are it goes
deeper discussion that focus group interview. Both can freely exchange their views which are not
possible in focus group interview method. Here respondents always feel free to answer the
questions with their own observations in word where questions are also free.
Pilot testing:
To do this research we will use questionnaires which are needed to collect correct data from the
employees of the Southeast Bank Ltd where the employees are well-educated. We will conduct a
pilot study to collect proper information. With this statement (Sullivan and Gilbert 2004)
suggested that pilot testing be required to create a high quality of questions because the test
helps to identify and eliminate potential problems. Piloting can involve a pre-test of the conducted
questionnaire on a small of respondents to certify the validity and reliability of the questions (Gill
and Johnson, 1997).
Validity:
By the depth interview questions was done to ensure that the questionnaire consisted of an
appropriate subject based on the researchs topic. It was concluded that the questions were
suitable to the study and that the final answers version could be released. Validity is significant in
doing such research as it allows the research to be both meaningful and interpretable (Symon
and Khan1997). According to (Campbell-2005), validity is the ability to measure what is supposed
to be measured. The most common way is to measure the face validity of the questionnaire
(Karon-2000).
Reliability:
According to (Pallant-2005), internal consistency is commonly measured by using a statistical
tool called the Cronbachs coefficient alpha, which judges a score greater than 0.7 as indicating a
reliable logic. Reliability refers to the consistency of a measuring instrument, i.e., the internal
consistency Nachmias (1992). This is the degree to which the items that make up the scale are
all measuring the same underlying attribute (Micheal 2000).
Conclusion:
communication with other countries which countries helps us to make our human resource
manage As the research question is practice Human Resource and its impact on Globalization in
context of Bangladesh? We will find out the HR practices in Southeast Bank Ltd in Bangladesh.
We will also explore the impact of HR practices in different dimensions. Globalization brings
diversity and innovative way of working in Bangladesh. Basically the era of globalization practices
of HRM from recruitment to industrial conflicts are brought by Multinational Enterprises (MNEs)
by sending expertise or recruiting host country expertise. MNES HRM practices in Bangladesh
has an impact as difference between headquarters and host country in aspect of culture,
education, demographic which has considerable impact on global practices. It is unlikely standard
practices will be successful regardless of geographic region. Globalization and its impact can not
be underestimate. Because every country in the world face with it especially developing
countries like Bangladesh. If we can avoid it negative side . Them we can impact has both side
positive and negative . So we need to find out effective solution which solution helps us to some
the negative side of globalization impact . In Bangladesh there has a lot of shortages of human
resource management with the help of Globalization we can remove this shortage . For any
country Human resource is the main resource .By globalization there has a lot of changes in
trade and commerce in Bangladesh . Because globalization create huge opportunity to make
effective. By globalization an countries people work together . For that there has a nice
combination of language and cultural diversity . In Bangladesh If we want to make effective in
human resource management at first we need to keep peace with globalization . The impact of
globalization customer change their product demand only human resource management can
know how they can fulfill their demand . So the impact of globalization on human resource
management in Bangladesh plays a vital role to change our present position of our human
resource management . We will collect primary data by making a sample questioner to the
employees or the authorities of the bank having answers from them. Much of the research
involves getting information from employees of the bank about their perceptions concerning the
HRM practices and the impacts of it in globalization. We will also collect secondary data from the
website of Southeast Bank limited and other HRM and related websites. We will also try to find
data from the globalization related books and websites. In this report we try to find the issues and
sub-issues cause problems in HRM practices and proposed the solutions to overcome the
barriers.