Introduction:

Human Resource Management (HRM) is the process of acquiring, training, appraising and compensating employees, and attending to their labor relations, health and safety, and fairness concerns. So HRM is the policies and practices involved in carrying out the people or Human Resource aspects of a management position, including recruiting, screening, training, rewarding and appraising. Certification refers to the confirmation of certain characteristics of an object, person, or organization. This confirmation is often, but not always, provided by some form of external review, education, assessment, or audit. Professional in Human Resources (PHR) is an industry certification for people working in the human resource management profession. The certification, awarded by the Human Resource Certification Institute (HR Certification Institute), signifies that individuals possess the theoretical knowledge and practical experience in human resource management necessary to pass a rigorous examination demonstrating a mastery of the body of knowledge in the field. The Senior Professional in Human Resources (SPHR) is the senior-most human resources certification for those who have also demonstrated a strategic mastery of the HR body of knowledge. In Bangladesh, HR is practicing in every organization. So, the field of HRM is increasing day by day. The HR people are involved in recruiting, training, screening, rewarding and appraising employee. So in Bangladesh, HR professional Certification Institutes are growing growing dramatically. There are also various HR certification programs.

HR Certification Institutes in Bangladesh:

In Bangladesh, Various public and private universities, institutions are providing HR certification for professionals as well as students. Among them, reputed universities and institutions are 1. University of Dhaka 2. North South University 3. Brac University 4. Sahjajal University of Science and Tecnology 5. Khulna University 6. Bangladesh Institute of Human Resource Management. Etc

HR Certification programs in Bangladesh:

Universities and Institutions are proving various certification programs in Bangladesh. The programs are 1. BBA in HRM 2. MBA in HRM 3. Post Graduate Diploma in HRM

Eligibility:
BBA in HRM is designed for the students who have passed HSC examination and duration is almost 4 years. MBA in HRM and Post Graduate Diploma in HRM is designed for the professionals as well as students.

International Learning Module for HR professionals:

Module 1: Strategic Management 1. The role of Human Resources in Organizations 2. The Strategic Planning Process 3. Scanning the External Environment

Organizational Structures and Internal HR Partners 1. Measuring HR Effectiveness 2. Ethical Issues Affecting HR 3. HR and the Legislative Environment Module 2: Workforce Planning and Employment 1. Key Legislation Affecting Employee Rights 2. Key Legislation Affecting Privacy and Consumers protection 3. Equal Employment Opportunity 4. Gender Discrimination and Harassment in the Workplace 5. Organizational Staffing Recruitments 6. Job Analysis and Documentations 7. Recruitment 8. Flexible Staffing 9. Selection 10. Employment Practices 11. Organizational Exits 12. Employ Record Management Module 3: HR Development 1. Key Legislation 2. Human Resources Development and the Organization 3. Adult Learning and Motivation 4. Assessment of HRD Needs 5. HRD program Design and Development 6. HRD Program Implementation 7. Evaluating HRD Effectiveness 8. Career Development 9. Developing Leaders 10. Organizational Development Initiatives 11. Performance Management

Module 4: Compensation and Benefits 1. Key Legislation 2. Total Compensation and the Strategic Focus of the Organization 3. Pay Administration 4. Compensation Systems 5. Introduction of Benefit Programs 6. Government-Mandated Benefits 7. Voluntary Benefits 8. Compensation and Benefit Programs for Employee 9. Evaluating Total Compensation System Module 5: Employee and Labor Relation 1. Key Legislation Affecting Employee and Labor Relation 2. Employee Relation and Organizational Culture 3. Employee Involvement Strategies 4. Positive Employee Relations 5. Work Rules 6. Effective Communication of Laws, Regulations and Organizational Policies 7. Discipline and Formal Complaint Resolution 8. Union Organizing 9. Unfair Labor Practices 10. Collective Bargaining 11. Strikes and Secondary Boycotts 12. Public Sector Labor Relations 13. International Employee and Labor Relations Module 6: Occupational Health, Safety and Security 1. Key Legislation 2. Safety 3. Health 4. Security

HR Professional Courses Components and Objectives:

1. Human Resource Management
Examines various functions, approaches, and processes of human resource management through discussions and case studies. Topics include nature & scope of HRM, perspectives of HRM, differences with personnel management, job analysis, human resource planning, recruitment & selection, training & development, compensation management, employee safety & security, labour relations, internal employee relations, dimensions of HR audit, international HRM.

2. Human Resource Planning

The primary objective of this course is to provide an understanding of the essential elements of the human resource planning process. Students acquire knowledge in analyzing, assessing and programming for human resource requirements in context of the nature of business and its environment. Qualitative as well as quantitative concepts, approaches and techniques are emphasized.

3. Managerial Skills Development

This course focuses on developing and refining managerial skills. Topics include the review of training and development; the psychology of learning, needs assessment and analysis; development objectives setting; standard and performance, program design and evaluation; group dynamics. Key managerial skills would include: leadership, problem solving and decision-making, negotiation, communication, and management of training and development.

4. Compensation Theory and Practice

Lifestyle Benefits and Compensation in The New Millennium examines both the theory and practice of Total Compensation. Topics include strategic compensation, employee

compensation and benefits, job evaluation, external competitiveness & market analysis, incentives and variable pay, employee motivation, compensation administration and the compensation of special groups. A variety of approaches are employed to examine organizational compensation policy and design. Consideration is given to the interaction between Human Resource Managers and Managers throughout the organization in order to realize effective compensation programs.

This course balances theory and practice. There will be many opportunities to apply compensation theory in required weekly discussions and in both the individual and group projects. The course will emphasize the strategic aspects of compensation and how the organization can achieve a sustainable competitive advantage through compensation policy/programs. By the end of this course, you should have a very in-depth understanding of how to establish, organize, and administer an effective and equitable compensation system.

5. Strategic Human Resource Management

Implementing the Human Resource Strategy in order to address issues relating to collaboration with other IHE, the management of change, staff recruitment and retention, equal opportunity and equal pay systems, reward and motivation, the progression and development of staff, HR forecasting and planning, and staff performance and review. Developing an integrated set of HR policy statements, codes of practice and guidelines to ensure that common standards prevail throughout the University, and through liaison with the OHSU, ensure that due and proper consideration of health and safety issues is reflected in its policies; providing high quality management information, recommendations and advice to senior colleagues on HR issues, employment law, statutory compliance, national and local collective agreements, and professional good practice. Other Courses are Industrial Relations Human Resource Practices in Bangladesh International Human Resource Management HR Metrics and Accounting

Importance of HR Certification:
HR professionals are taking greater responsibility for disseminating cultural underpinning throughout their organizations. It makes a world of difference when you can show others just how dedicated you are to your career. In general, to be respected as human resources professional and to be considered for higher level positions you must have your HR Certification. This valuable credential distinguishes you as a human resources expert and true HR professional. For even more information about why HR certification matters to you, there are a number of reasons detailed. Hiring managers consider applicants certification when making hiring decisions. Certified HR professionals inspire greater trust and confidence from business colleagues than do their non-certified HR co-workers. Organizations believe hiring HR-certified professionals gives them a competitive advantage. Business leaders find HR-certified professionals more motivated, more knowledgeable of the HR field and stronger performers. HR professionals report that certified HR professionals create a positive impact on their organizations financial performance.

Conclusion:
HR practice and application in different organizations is increasing. But there is no enough certified HR professional. Universities and Institutions providing HR certification programs are not maintaining international standard appropriately. Government did not take proper initiatives to improve this sector. Certified HR professionals are needed every organization to achieve its goal.