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 employee¡¦s 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
From Bangladesh, Dhaka
1Employers 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 employee¡¦s 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
From Bangladesh, Dhaka
Dear Mr. Mahmood
I do agree with you that the scenario is changing rapidly. As a Bangladeshi HR professional, always hope that our employers' will realize the importance of their respective employees. And good news is perhaps we have come out from the traditional admin activities. Let us hope for the best, thanks for your posting.
Regards
Asad
From Bangladesh, Dhaka
I do agree with you that the scenario is changing rapidly. As a Bangladeshi HR professional, always hope that our employers' will realize the importance of their respective employees. And good news is perhaps we have come out from the traditional admin activities. Let us hope for the best, thanks for your posting.
Regards
Asad
From Bangladesh, Dhaka
Dear Asad
I am actually involved in pharmaceuticals business. One thing I noticed that actually the problem is within the HR Managers. They don't want to motivate employer or management rather they just like to take some extra facility by obying management's decision unquestionabily. Unfortunately still management wants a HR manager who is 8-10 year experience. How can it be possible? Because HR is rather a new aspect in Bangladesh and 8 year experience means they want people from multinational. Young people should lead the HR team.
Dr. Mahmood
From Bangladesh, Dhaka
I am actually involved in pharmaceuticals business. One thing I noticed that actually the problem is within the HR Managers. They don't want to motivate employer or management rather they just like to take some extra facility by obying management's decision unquestionabily. Unfortunately still management wants a HR manager who is 8-10 year experience. How can it be possible? Because HR is rather a new aspect in Bangladesh and 8 year experience means they want people from multinational. Young people should lead the HR team.
Dr. Mahmood
From Bangladesh, Dhaka
Dr. Mahmood
I am in Internet sector as Assistant Manager, HR & Admin. I have completed my MBA 4 months before and now have taken decision to switch my current job. Already I have applied for few jobs and no result has come yet. Actually your point of 8-10 years experience for HR Manager or 6-8 years for Assistant Manager level is vital. Otherwise why I will not receive even a call for interview? Perhaps the experience issue, cause my experience is 4 years. If we people don't get chance, how we will show our potentiality? If the employers' still look into the multinational level, the young people don't get any room to show something. This is very disappointing. Motivating management is not tough for everybody I think. Actually those people can try to motivate them those who have no fear to loose the job. Otherwise, it is difficult.
Thanx
Asad
From Bangladesh, Dhaka
I am in Internet sector as Assistant Manager, HR & Admin. I have completed my MBA 4 months before and now have taken decision to switch my current job. Already I have applied for few jobs and no result has come yet. Actually your point of 8-10 years experience for HR Manager or 6-8 years for Assistant Manager level is vital. Otherwise why I will not receive even a call for interview? Perhaps the experience issue, cause my experience is 4 years. If we people don't get chance, how we will show our potentiality? If the employers' still look into the multinational level, the young people don't get any room to show something. This is very disappointing. Motivating management is not tough for everybody I think. Actually those people can try to motivate them those who have no fear to loose the job. Otherwise, it is difficult.
Thanx
Asad
From Bangladesh, Dhaka
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Innovative HR Practices-.doc