human resource management brack-3

7/28/2019 Human Resource Management BRACK-3

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Human Resource Management Sector.

Internship Report.


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Human Resource Management Sector.

Internship Report.

BBA

Prepared For:S. N. Kairy

Head of account of BRAC.

Prepared By:Md. Tarikul IslamID # 200211000060BBAMajor in Human Resource Management.

Date of submission: February 10, 2006.


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A term paper is submitted in partial fulfillment of

the requirement for the internee course.

DEDICATED

TO

ALMIGHTY

ALLAH.


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DECLARATION

I wish to acknowledge immeasurable grace and profound kindness of the Almighty

Allah, the supreme ruler of the universe who enables us to make my

dream in a reality.

I am Md. Tarikul Islam student of school business studies BBA, Southeast

University. Hereby declare that the term paper entitled BRAC,

Human Resource Management sector is an original work done by

me under the supervision ofS. N. Kairy, head of accounts of BRAC.

I further undertook to indemnity the BRAC against any loss damage arising from

breach of the forgoing obligations.

Md. Tarikul Islam.

ID# 2002110000060.

BBA 1st Batch

Dept: Management.

Southeast University.


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31st January 2006.

S. N. Kairy

Head of accountsBRAC, 75, MokhaliDhaka.

Sub: Submission of Internship Report.

Dear Sir,

It is my pleasure to submit my internship report on BRAC, Human

Resource Management Sector. As a partial requirements for the BBAcourse, to you for your kind perusals.

This term paper attempts to describe my observations, learning during thestudy this course.

I made sincere effort to study related materials, documents, annual reportand operational system of Bangladesh Rural Advancement Committee(BRAC) and examine relevant records for preparation of the term paper.

I have tried my best performance to make this term paper as comprehensiveand informative as possible within the time allowed for me. Due to various,there may be some mistakes for which I beg your apology.

Finally, I shall be glad to answer your any kind of query related to the termpaper, if necessary. I have been tried to provide a brief discussion about theHuman Resource Management Sector of this organization.

Yours faithfully,

Md. Tarikul IslamID# 2002110000060BBA 1st BatchDept: ManagementSoutheast University.


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Acknowledgement

I wish to acknowledge immeasurable grace and profound kindness of the

Almighty Allah, the supreme ruler of the universe who enables us

to make my dream in a reality.

From my first inception until its final completion, the success of the study

rests not only me but also on the contribution of all kind of

employee of BRAC. They have given us a vivid discussion.

Who have inspired, influence guided my work.

I wish to express my immense gratitude and my special debt to my respected

teacher & supervisorS. N. Kairy. I am thankful to his untiring guidance, helps

and suggestion.

I also thank my friends & classmate who help me for doing this report. I am

grateful to them for their valuable comments correction etc. on my report.

Finally, the inspiration, encouragement and support provided by our parents must

be acknowledged.


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Table of contents

Chapter # 1. Introduction

1.1 What is Human Resource (HR)

1.2 What do you mean by Human Resource

Management (HRM)

1.3 Definition of HRM

1.4 Importance of HRM

1.5 Globalization & HRM

Chapter # 2. Profile of BRAC

2.1 Vision

2.2 Mission

2.3 Objective of BRAC

2.4 About the company

2.5 Company profile at glance

2.6 Organogram of BRAC

Chapter # 3. Objective of the study


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Chapter # 4. Methodology of the study

4.1 Method of data collection

Chapter # 5. Limitation of the study

Chapter # 6. Literature review

6.1 HRM definition

6.2 HRM function

6.3 HRM scope

Chapter # 7. Analytical part

7.1 HR planning

7.2 Recruitment & Selection

7.3 Training and Development

Chapter # 8. Major finding of the study

Chapter # 9. Recommendation

Chapter # 10. Conclusion


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Executive Summary

This research report is a partial requirement of the internship phase of BBA

program, department of management, Southeast University. The topics of the

report are Human Resource Management of BRAC. Human resources

management is very much important for every business organization. Human

Resources may be the most misunderstood of all corporate departments, but

its also the most necessary. Those who work in Human Resources are not

only responsible for hiring and firing; they also handle contacting job

references and administering employee benefits.

Human resource management is the process of acquiring, training,

appraising, and compensating employees, and attending to their labor

relations, health and safety, and fairness concerns. Its true that any

individual who works in Human Resources must be a people person. Since

anyone in this department deals with a number of employees, as well as

outside individuals, on any given day, a pleasant demeanor is a must.

Human Resources may have gotten a bum rap, but its clearly among the

most important departments in any corporation. The next time you have to

meet with someone from Human Resources, remember that without her,

your company might not be running so efficiently. The benefits of

globalization have been very unevenly distributed both between and within

nations. At the same time a host of social problems have emerged or


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intensified, creating increased hardship, insecurity, and anxiety for many

across the world, fuelling a strong backlash. As a result, the present form of

globalization is facing a crisis of legitimacy resulting from the erosion of

popular support.

The concept encompasses investment in the skills of the labor force,

including education and vocational training to develop specific skills.

Human capital is one component of a country's overall competitiveness. The

most successful developing countries, for example, Singapore and Malaysia,

are investing heavily in the education and technical skills of their population.

Actually these departments do that work. This department of the

organization works with the employee and the staff and worker. This

department deals with their job planning and design, recruitment, selection,

measure their job performance and target their compensation.


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Introduction:

Human resources management is very much important for every business

organization. In international business sector it is more important now a

days. It is now very competitive business world. So in this time if any time

one to existed and run this competitive business world they needed some

new rules and apply some innovative idea and get delivery better items

which help them to be best in this world. Human resources management is

one type of department, which is the modern worlds contribution. It is very

important department of an organization. They act an important role in the

business organization. It helps the organization to run perfectly and help to

achieve the organization goal. Naturally human progressing themselves day

by day. They make any work broken down and divided it into small and

small job, which helps to do the work more effective. They achieve and hold

new invention of this world. When we heard these words of Human

resources management naturally we think that it is related with human

activities. And try to come out their new policy to implicate their own goal

and to maintain and make a good relation with others organization. Which is

most necessary to stay this competitive business world and to be popular in

the business society.


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1.1 What is HR?

Human resources (HR) are the people who are ready, willing, and able to

contribute to an organizations success.

Human resources (HR): Hiring activities, including recruitment,

interviewing, training, layoff planning, including out placement, and

counseling.

Human resources (HR) segment contains the full set of capabilities needed to

manager, schedule. Pay, and hire the people who make a company run. It

includes payroll, benefits and ministration, applicant data administration,

personal development planning, workforce planning, schedule and shift

planning, time management, and travel expense accounting.

1.2 Whatdo you mean by Human Resources Management?

Human Resources may be the most misunderstood of all corporate

departments, but its also the most necessary. Those who work in Human

Resources are not only responsible for hiring and firing; they also handle

contacting job references and administering employee benefits.

Its true that any individual who works in Human Resources must be a

people person. Since anyone in this department deals with a number of


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employees, as well as outside individuals, on any given day, a pleasant

demeanor is a must.

Managing employees is a major job, so those in Human Resources must be

equal to the task. Ten or twenty years ago, Human Resources personnel were

rarely seen. Instead they worked behind the scenes to ensure personnel

records were in order and employee benefits were being properly

administered, but the job stopped there. Todays Human Resources

personnel dont only handle small administrative tasks. They are responsible

for staffing major corporations. This is no minor feat.

Its not enough to be able to screen potential employees, however. Those

who work in Human Resources also have to be able to handle a crisis in a

smooth, discreet manner. Whether the issue is health care related or

regarding sexual harassment or employee disputes, a person working in

Human Resources must be trusted to keep an employees personal details to

herself. The Human Resource team must also be a good judge of morale and

realize when morale-boosting incentives are needed. Its up to them to make

sure all employees are comfortable with their surroundings and working

under acceptable, if not above average, conditions.

For those looking to enter a career in Human Resources, a college education

is necessary. One doesnt necessarily have to have a degree in Human

Resources, however. Majoring in Business Administration, Psychology,

Labor Relations and Personnel Administration, as well as degrees in Social

and Behavioral Sciences, can also be beneficial.


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Human Resources may have gotten a bum rap, but its clearly among the

most important departments in any corporation. The next time you have to

meet with someone from Human Resources, remember that without her,

your company might not be running so efficiently.

1.3 Definition of Human Resource management?

The pattern of planned human resource activities intended to enable an

organization to achieve its goals

Wright and McMahan 1992.

A human resource system that is tailored to the demands of the business

strategy

Miles and Snow 1984.

Human resource management is the process of acquiring, training,

appraising, and compensating employees, and attending to their labor

relations, health and safety, and fairness concerns.

A set of activities directed at an organizations resources with the aim of

achieving organizational goals in efficient and effective manner.

Management is the application of planning, organizing, staffing, directing,

and controlling functions in the most efficient manner possible to accomplish

objectives.


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1.4Importance of HRM

Federal and state laws have placed many new requirements concerning

hiring and employment practices on employers. Jobs have also changed.

They have become more technical and require employees with greater skills.

Furthermore, job boundaries are becoming blurred. In the past, a worker

performed a job in a specific department; working on particular job tasks

with others who did similar jobs. Todays workers are just as likely,

however, to find they working on project teams with various people from

across the organization. Others may do the majority of their work at home

and rarely see any of their coworkers. And, of course, global competition has

increased the importance of organizations improving the productivity of their

work force. This has resulted in the need for HRM specialists trained in

psychology, sociology, organization and work design, and law. Federal

legislation requires organizations to hire the best-qualified candidate without

regard to race, religion, color, sex, disability, or national originand

someone has to ensure that this is done. Employees need to be trained to

function effectively within the organizationand again, someone has to

oversee this. Furthermore, once hired and trained, the organization has to

provide for the continuing personal development of each employee. Practices

are needed to ensure that these employees maintain their productive

affiliation with the organization. The work environment must be structured

to induce workers to say with the organization, while simultaneously


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attracting new applicants. Of course, the someones we refer to, those

responsible for carrying out these activities, are human resource

professionals. Today, professionals in the human resources area are

important elements in the success of any organization. Their jobs require a

new level of sophistication that is unprecedented in human resource

management. Not surprisingly, their status in the organization has also been

elevated. Even the name has changed. Although the terms personal and

human resource management are frequently used interchangeably, it is

important to note that the two connote quite different aspects. Once a single

individual heading the personnel function, today the human resource

department head may be a vice president sitting on executive boards, and

participating in the development of the overall organizational strategy.

1.5 The globalization of human resources

'Transnational' companies are relatively free to switch resources and

production from one country to another. Typically this is done in order to

maximize the benefit (to the corporation) of greater skills availability and

lower employee costs.

The International Labor Organization has concluded that globalization

intensified in the latter years of the 20th Century especially in terms of trade,

investment, financial liberalization and technological change but also states

that:


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"The benefits of globalization have been very unevenly distributed both

between and within nations. At the same time a host of social problems have

emerged or intensified, creating increased hardship, insecurity, and anxiety

for many across the world, fuelling a strong backlash. As a result, the present

form of globalization is facing a crisis of legitimacy resulting from the

erosion of popular support."

Some of the main factors which have been identified as being at the root of

the problems and widespread public disquiet are:

Reduction in job security because work (and therefore jobs) can be moved

from one country to another.

Undercutting of one country's wages by another, leading to erosion of wage

rates.

Exceeding generally accepted working hours and exposure to health and

safety risks to cut costs.

Decent Work and Poverty Reduction in the Global Economy

Paper submitted by the International Labor Office to the Second Session of

the Preparatory Committee for the Special Session of the General Assembly

on the Implementation of the Outcome of the World Summit for Social

Development and Further Initiatives, April 2000
http://www.ilo.org/public/english/bureau/exrel/papers/2000/globalec.htmhttp://www.ilo.org/public/english/bureau/exrel/papers/2000/globalec.htm


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1.5.2 The developing world

Developing countries are gradually being brought into the global industrial

economy. (...) Private capital is being moved around the world in search of

profit from flexible and open economies. Complex factors attract this

capital: it is not simply a case of the cheapest employees.

These pages on BestBooks.biz introduce Employment Relations in the

Asia Pacific which analyses work and employment relations in seven countries

in different stages of development: Australia; Indonesia; Japan; New Zealand; the

People's Republic of China (PRC); South Korea; and Taiwan.
http://www.bestbooks.biz/global/asia_pacific.htmhttp://www.bestbooks.biz/global/asia_pacific.htmhttp://www.bestbooks.biz/global/asia_pacific.htmhttp://www.bestbooks.biz/global/asia_pacific.htm


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1.5.3 Developing Human Capital

European initiatives

Within Europe, the EU has created a new dimension for people management.

It has undertaken a number of initiatives, which are aimed at improving

economic conditions in less privileged regions.

Investigate the European Commission: main information site for the European

Union

Human capital

Personal and national success is increasingly correlated with the possession

of skills. Skilled individuals can command a premium salary in periods of

high economic activity. Worldwide, unemployment levels remain high,

while organizations have difficulty filling vacancies, which require specific

expertise. A shortage of skilled people can act as a limiting factor on

individual organizations and the economy as a whole. It is in the interest of

any country to maximize its human resources by investing in the skills of its

workforce, its human capital.

The concept encompasses investment in the skills of the labor force,

including education and vocational training to develop specific skills.

Human capital is one component of a country's overall competitiveness. The

most successful developing countries, for example, Singapore and Malaysia,

are investing heavily in the education and technical skills of their population.
http://europa.eu.int/http://europa.eu.int/


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Profile of BRAC

2.1 Vision

A just enlightened, healthy and democratic Bangladesh free from hunger,

Poverty, environmental degradation and all forms of exploitation based on

age, sex, religion and ethnicity.

2.2 Mission statement

BRAC works with people whose lives are dominated by extreme poverty,

illiteracy, dieses and other handicaps. With multifaceted development

interventions, BRAC strives to bring about positive changes in the quality of

life of the poor people of Bangladesh.

BRAC firmly believes and is actively involved in promoting human rights,

dignity and gender equity through poor peoples social, economic, political

and human capacity building. Although the emphasis of BRAC`s work is at

the individual level, sustaining the work of the organization depends on the

an environment that permits the poor to break out of the cycle of poverty and

Hopelessness. To this end BRAC endeavors to bring about changes at the

level of national and global policy on poverty reduction and social progress.

BRAC is committed to making its programs socially, financially and

environmentally sustainable, using new methods and improved technologies.

As a part of its support to the program participants and its financial


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sustainability, BRAC is also involved in various incomes generating

enterprise.

2.3 Objective of BRAC

Poverty reduction programs undertaken so far have bypassed many of the

poorest. In this context one of BRAC`s main focuses is the ultra poor.

Given that development is a complex process requiring a strong dedication

tp learning, sharing of knowledge and being responsive to the needs of the

poor, BRAC places a strong emphasis on their organizational development,

simultaneously engaging itself in the process of capacity building on a

national scale to accelerate societal emancipation.

The fulfillment of the BRAC`s mission requires the contribution of

competent professional committed to the goals and values of BARC, BRAC

therefore, foster the development of the human potential of the members of

the organization and those they serve.

In order to achieve its goal, wherever necessary BRAC welcomes

partnership with the community, like-minded organizations, governmental

institutions, the private sector and development partners both at home and

abroad

2.4 About the company


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BRAC, a national, private organization, started as an almost entirely donor

funded, small-scale relief and rehabilitation project initiated by Fazle Hasan

abed to help the country overcome the devastation and trauma of the

liberation war and focused on resetting refugees returning from India. Today,

BRAC has emerged as an independent, virtually self-financed paradigm in

sustainable human development. It on of the largest southern development

organizations employing 97, 192 people, with 61% woman, and working

with the twin objectives of poverty alleviation and empowerment of the

poor.


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2.5 BRAC profile at glance

2.5.1 Program Coverage

Districts 64

Upazila/ Thana 480

Villages 68480

Urban Slums 4378

Population covered 100 Million

2.5.2 Development programs

Village Organizations 142117

Membership- Total 4858763

-Female 4727286

-Male 131477

Loan disbursement- Year 2004 Tk.25902 Million

Loan outstanding Tk.14630 Million

Repayment Rate 98.74%

Members Savings Tk.7657 Million

Currently Enrolled in BRAC school 1.50 Million

Graduate (Till to date) 2.8 Million

Legal literacy Courses held 106241

- Learners Completed 2473361


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Population Coverage of health program

-Essential health cares 31 Million

-Tuberculosis control program 82 Million

-National nutrition program 13 Million

2.5.3 Commercial Enterprises

Aarong shops 8

Printing press 1

Dairy and Food project 1

2.5.4 Job Creation

Poultry 1698165

Livestock 470778

Agriculture 847574

Social Forestry 75050

Fisheries 277230

Sericulture 19060

Horticulture 179031

Handicraft Producers 15223

Small Enterprises 136159

Small Traders 2635212

Total 6353482


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2.5.5 Human Resources

Staff 32652

School teachers 65412

Community health volunteers 29736

Community health workers 2284

Poultry workers 50805

Community Nutrition workers 11988

Nutrition woman members 119658

2.5.6 Program Infrastructure

Regional Offices 137

Area Offices 498Team Offices 1172

Training center 19

Health center 48

Diagnostic Laboratories 51

School BRAC Primary 31619

-Pre primary 16019

Gono kendra (Union Libraries) 878

Kishori Kendra 8811

Handicraft production center 285

Limb and brace center 1


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2.5.7 Annual Expenditure

Year Amount Donor Contribution (%)

1998 Tk. 6283 Million 32%

US $ 130 Million

1999 Tk. 7708 Million 30%

US $ 148 Million

2000 Tk. 8024 Million 21%

US $ 152 Million

2001 Tk. 8135 Million 21%

US $ 153 Million

2002 Tk. 9258 Million 20%

US $ 161 Million

2003 Tk. 11471 Million 20%

US $ 196 Million

2004 Tk. 14487 Million 23%

US $ 245 Million

2.5.8 Program support enterprises

Name No. Capacity

(Annual)

Poultry firms & Hatcheries 6 13.5 million Chicks


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Feed mills 3 40000 MT

Prawn hatcheries 8 15 Million post larvae

Fish Hatcheries 4 5000 Kg fish spawn

Seed processing centers 2 3500 MT

Seed production farms 23 5200 MT

Sericulture

-Silk Reeling centers 3 15 MT

-Grain ages 12 2.0 Million dft

Nurseries 24 21.5 Million saplings

Bull station 1 125000 doses

Iodized salt Industry 1 80000 MT

2.5.9 Related companies/ Institution

BRAC Industries Ltd. Cold storage

BRAC BDMail Network Ltd. Internet Service Provider

BRAC Services Ltd. Hospitality

Delta BRAC Housing finance corporation Land and Housing

BRAC University Tertiary Education


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BRAC Bank small & medium

Finance & Banking

BRAC Tea companies Tea plantation & production

Documental TM Ltd. Software

2.5.10 BRAC Afghanistan

Working Areas 94 District Offices under

17 Provinces

Community school and studies 83 with 2753 Student

Accelerated learning project (ALP) 73000 students

Fixed health clinics 23

Village organizations 3689 with 72804

members

Loan Disbursement US $ 7485904

National solidarity program 20 districts

Agriculture 19 districts

Training & Resource center 2 in Kabul


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Objective of the study

Our objective of the study is to know about the organization and its present

activities. Through the study we will try to learn about organizations policy,

procedures, objective, strategic, objectives for its competitive advantage.

Beside this we will know how the organization structure is formed. As we

have offered strategic management course theoretically but this requires

practical knowledge that is being exercise or followed by emerging industry.

Through the evaluation of organizations internal and external consequences

we will how a organization critically performs its functions to its service

receiver. We will learn how executives plan while making strategic decisions


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how departmental activities are performed with trust and mutuality and

consistency.

To find out the different strategy on HRM.

To evaluate the implementation process of the strategic HRM.

To evaluate the over all working environment of BRAC.

To have an idea the implementation Technique of HRM function.

To Evaluate the HRM practice procedure of BRAC.

To have a practical exposure.


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Methodology of the study

4.1 Methods of data collection

To satisfy our objectives requires information from some sources. To the

best of our capability we collect data through personal conversation with

executives, stuffs, besides this inquires into different type of magazines,

published books. Further more to know more about we have collected

information from the out put users.

Primary data collection

Secondary data collection


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Primary data collection: Primary data have been collected through

interviews with concerned authority pf the selected organization. Some data

also have been collected through observations.

Secondary data collection:Secondary data are very much available in

these regard brochures, catalogs, officials records of designated

organization and other ISPs information as secondary data in this study.


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Limitations of the study

This project did not cover all the function of Human resources that followed in

BRAC.

- The report relied heavily on the personal judgment and observation.

- This report is limited to Dhaka corporate office only.

Salary Administration is the most sensitive part of an organization so that this

issue was not covered in this report.


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Literature review

6.1 What is Management?

A set of activities directed at an organizations resources with the aim of

achieving organizational goals in efficient and effective manner.

Management is the application of planning, organizing, staffing,

directing, and controlling functions in the most efficient manner possible to

accomplish objectives.

6.2 What is Manager?

Manager is this person whose primary responsibility is to carry out the

management process.

HRM definition


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Human Resources Management (HRM) is the part of the organization that is

concerned with the people dimension. HRM can be viewed in one of two

ways.

***First, HRM is a staff, or support, function in the organization. Its role is

to provide assistance in HRM matters to line employees, or those directly

involved in producing the organizations good and services.

***Second, HRM is a function of every managers job. Whether or not one

works in a formal HRM department, the fact remains that to effectively

manager employees requires all managers to handle the activities.

HRM involves all management decision and practices that directly or

influence the people, or human resources (HR), who work for the

organization.

In recent years increased attention has been devoted to how organizations

manager human resources (HR). This increased attention comes from the

realization that an organizations employee enable an organization to achieve

its goals, and the management of these human resources (HR) is critical to an

organizations success.

HRM is the policies and practices involved in carrying out the people or

HR aspects of a management position, including recruiting, screening,

training, rewarding and appraising.


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HRM is the set of organizational activities directed attracting, developing,

and maintaining an effective workforce.

HRM takes place within a complex and ever-changing environmental

context.

HRM is concerned with attracting, developing, and maintaining the HR an

organization needs.

6.5 Human Resources (HR) Movement

HR is the scientific management movement heavily emphasized the

technical, aspects of work design; the human relation movements emphasize

the importance of the human element in job design.


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Recruitment and selection

Conditions of Employment

Classification of staff:

There are five types of BRAC staff. That areas-

Regular Staff

Project Staff

Service Staff

Contract Staff

Part Time Staff

Regular Staff

There are levels of Employee.

The staff will work one year as a trainee before being permanent.

After being permanent the staff may be come under the shade of provident

fund.


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Project Staff

During a running project; the staff is appointed on the basis of project

duration.

Posting from the appointed project is not possible.

Project staff will get benefit and opportunity on the basis of rules and

regulation of the project and terms and condition of appointment letter.

Service Staff

Service Staffs are graded staff.

Period of probation is not applicable for the service staff.

Service staff can be the member of provident fund after they join in the job.

Contract Staff

The duration of employment depends on the contracted time -limit.

Job benefit and opportunity will determine by contract.

The time-lime of contract can be renovated.

Period of probation is not applicable for the contract staff.

Contract staff will not get the benefit of provident fund, gratuity for service

and festival allowance.

Contract staff will enjoy vacation as like as regular staff.


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Part Time Staff

Part time staff is appointed on the basis of hour or day.

Other job benefit is not applicable except daily allowance.

The time limit of job will not more than eleven month.

Staff Recruitment Process

BRAC will follow the following procedure for staff recruitment process:

Staff will appointed as per authority catalogue. It should authorize by

executive director to appointed staff in head office.

To meet urgent need Chairman or Executive can directly recruit staff.

At the start of each year; head of every department send their needs of

employee to the human resources division. It has a chance to examine the

staff demand after every three month.

Human resources division will make its annual staff recruit plan on the basis

of staff division.

Staff should recruit through advertise in newspaper or other media.

The application for job should in specific form.

The interview card will send before 15 days of recruitment examination

through mail or courier service.

If needed then recruitment examination will be written, viva and -----

The human resources division must authorize the final result.


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Rules of Recruitment

BRAC will follow the following rules for staff recruitment process:

Any BRAC staff cannot directly apply for new post or employment. But

with recommendation of coordinator and approval of head, he/she can apply.

If the staff becomes selected for the new post then as the rules of BRAC

he/She has to resign from his/her previous job.

7th or more than 7th level employees minimum educational quality will be

masters. But Doctor, Engineer etc skill centered post will consider the

minimum educational quality as bachelor.

Any fired staff of BRAC cannot apply in BRAC.

If the age of applicant is above 50 years then he/she will appoint as contract

staff.

The highest level of car driver is 6 th and office assistant 3rd and highest

grades of security guards are 3.

Staff Recruitment Board:

The representative authorized by the human resource division and nominated

by the program will take the viva of the applicants.


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To ensure the quality and subject oriented staff recruitment, the orientation

of board member may be held if it is necessary.

If any relative applicant applies then it should avoid from being the board

member.

At least one member of board should come from the human resource

division.

Deployment of New Staff:

Regular staffs have to agree to work any place where BRAC operate their

program in Bangladesh or aboard.

Male staff may be posted in any district except his own.

Joining of New Staff:

The staff will join on his/her specific joining date specified by the BRAC. In

case of head office or field office, each staff should have joined his/her work

before 9.00 am. Staff can join on his work within seven days of his/her

joining date and local authority can accept the joining report. After seven

days it is not possible to join without the permission of human resource

division. The new staff will submit the following papers or documents when

he/she joins:

Interview Card


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Bond of Security

Identity (Certificate issued by Chairman)

Blood test report

Deployment report issued by Turk

Full Time Service

The service of BRAC staff is full time service that so no staff can do any part

time job during he is on service in BRAC. The staff cannot join any post of

other corporation, which gives him salary without the permission of

executive director.

Time Table of work

The working day of BRAC head office is Sunday to Thursday. The Saturday

and Friday are the weekend holiday. But in some case authority can change

the working day or time.

The office time of BRAC head office is 8.30 am to 5.15 pm. It includes 30-

minute lunch break.

For the field worker, working day will be Saturday to Thursday. Friday will

be the weekend holiday. The daily office time is 7.00 am to 5.00 pm. It

includes lunch break of 1.00 pm to 3.00 pm. Only those staff who will do the


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field work can get this opportunity. Those worker who will do the desk work

will get 1 hour lunch break. Notable that, in both case breasts feeding mother

will get 30 minute extra time.

On the menace period female worker have to do deskwork at least two day.

Authority can change or reschedule the timetable if necessity arises.

Authority can open office on holiday to face the natural disaster.

Record of Attendance

All staff should have to sign in the attendance register/punch identity card in

attendance time clock kept in workplace to record his attendance. Every field

worker has to sign in the attendance register before going to the fieldwork.

Every staff should attend in office timely. If any staff attends after 15 minute

of scheduled time then he/she will consider as late--------. If any staff comes

lately 3 times in a month then it will consider as his 1-day casual leave.

If any staff comes lately 7times in a month then the coordinator of the staff

will give him a warning notice. One copy of that warning notice will send in

human resource division. If any worker gets continuous 3 warning notice

then the staff may be fired.

If any field worker is on leave then it should have a clear description of his

leave and types of leave in the register book.

Period of Probation


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All the regular staff will work one year as a trainee before his/her job

confirmation.

The period of probation of any staff cannot extend.

Period of probation is not applicable for service staff and contract staff.

Confirmation of Service:

If regular staff passes his/her period of probation in satisfactory level then

his/her service will confirm after one year.

In field workshop the area manager or second coordinator will approve the

confirmation of same areas staff.

The staff will get an increment during the confirmation of service. This

increment is not applicable when the grade of staff is up grading on next

grade.

If a staff join within 1st half of a month then he/she will confirmed on that

month but if he/she join 2nd half of the month then he/she will confirmed on

next month.

The evaluation form of staffs skill will have to send in human resource

department before 1 month to confirm his/her service.

The approval of confirmation will follow the authorized catalogue.

If any worker becomes unfit for confirmation then he/she will release during

his period of probation.

Selection of Manager


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Head of the program will make a Manager Selection Committee with the

representative of human resource division.

Manager Selection Committee will make the criteria of manager selection.

Related program officer will make a list of candidates on the basis of criteria

and will send the list to the human resource division.

Manager Selection Committee will finish the selection process through

examination of the listed candidates.

BRAC closings could hurt recruiting

After weighing the initial impact of the Defense Departments base

realignment and closure (BRAC) recommendations over the weekend,

several members of the independent BRAC Commission yesterday urged

the Pentagon to release quickly the certified data and justification sheets

that influenced the decisions. That information is key in filling some

major gaps in the commissions ability to assess the Defense

Departments recommendations, several members indicated during a

presentation of the Pentagons BRAC recommendations and

methodology.

According to Michael Wynne, the undersecretary of defense for acquisition,

technology and logistics, the certified data should be released to the

commission by the end of this week. Also present at the hearing were

Defense Secretary Donald Rumsfeld; Gen. Richard Myers, the Chairman of


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the Joint Chiefs of Staff; and Phillip Grone, the deputy undersecretary of

defense for installations and environment. Several members of the

commission have been vocal about the potentially adverse effect the

Pentagons BRAC decision will have on National Guard and Reserve

recruitment and retention. The Defense Department decided to close

hundreds of National Guard and Reserve facilities to consolidate facilities

into 125 armed forces reserve centers, slated for both Guard and Reserve

members.

When I look at the Guard and Reserve units you are going to have a

serious enlistment problem, said James Bilbray, one of the

commissioners. The consolidation would make it even harder for the

National Guard and Reserve to retain their forces if members have to travel

more than 50 miles to report to their bases. The Guard and Reserve already

are under high operational stress. For example, the Hulman Regional

Airport Air Guard Station in Indiana, slated for realignment, will lose all of

its air assets, said retired Air National Guard Brig. Gen. Steven Koper, who

is with the National Guard Association in Washington. Some of the

airplanes will go to Fort Wayne, Ind., some 210 miles away, he said. One

justification for the move was the proximity to Fort Wayne, but a 210-mile

commute will weigh heavily in members of the Guards decisions to

reenlist, Koper said. Leaving the Hulman base only with support units but

no aircraft to support is also going to play a role into members

considerations, he said. The Defense Department skewed the findings

against the Air National Guard, Koper added. The consolidation of the

Guard and Reserve units was meant to bring the units to the right size,

Myers explained. Right now, in the Air National Guard, for example, there


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are only small pockets, with small force numbers, which makes it

unwieldy when trying to access these disparate units for missions, he said

during the commissions hearing yesterday. The Defense Department is

trying to bring those units to the right size so as not to have to go to five or

six units to find enough aircraft to satisfy a mission. Commissioner Phillip

Coyle, meanwhile, expressed concern that the Pentagons BRAC

recommendations only account for 15,000 service members out of the

approximately 70,000 that are supposed to return to the United States

from overseas bases. The commission has to deal with 55,000

unaccounted for and an additional troop increase in the Army, Coyle said.

It is important to get that data and justification sheets, said commissioner

Harold Gehman, a retired Navy admiral. The commission was asking its

questions without a deck of cards, he said at the hearing. We are

scratching our heads over some issues, he added. The chairman of the

commission, Anthony Principi, questioned whether the Defense

Department synchronized its decisions with the ongoing quadrennial

defense review, the overseas basing commissions report and several

studies, including an air mobility study. Is BRAC the cart before the

horse? he asked. Rumsfeld, however, assured Principi that the decisions

were informed by previous BRAC rounds, previous quadrennial review and

information from the ongoing quadrennial review. If the stops to take all

studies into consideration, nothing will ever happen, Rumsfeld said.


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Training and Development

Pre-Service Training

After primary selection of staff; all selected staffs have to attain in a pre-

service training for their final selection. Ninety percent of the participant will

finally select considering their skill. Those who are failed to final select will

get TK. 50 per day as an allowance for their participation.

Performance Appraisal System

1. Performance approval is a continuous process. But the performance of

all staffs will evaluate one time formally in a year.

2. Up to the 5th level employee the performance approval period will be

the month October to September (1 year) and for 6 th and above levels

staff the performance approval period will be the month April to March

(1 year).

3. The head of related program will fill up the evolution form of up to 5th

level employee and send within 30th September and evaluation form of

6th to above all levels employee will send within 31 March.

4. Before starting the approval system coordinators will follow the staffs

evaluation guidance.

5. Nearest coordinator should have to ensure the collection of evaluation

form.


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6. On the basis of evaluation form the human resource division will finish

the approval system on the month of November and May.

7. The evaluation form fills up by the authorization will kept in the

personal file of staff for further decision.

Training and Higher Study

1. If any staff wants to part time or full time higher study or train in

country or aboard then he/she has to fill up an application form and

send it to the human resource department with the recommendation of

program manager. Human resource department will approve the

proposal from executive Director with the recommendation of director,

human resource department.

2. If any staff wants to join in international workshop, seminar or meeting

then he/she has to fill up an international traveling authorization form

and send it to the human resource department with the recommendation

of program manager. Human resource department will approve the

proposal from executive Director.

3. Only those regular staff whose services are confirmed and pass two

years in BRAC can be nominated for training and higher study.

4. If BRAC arrange training and higher study then the staff will get leave

with salary. The condition of this type of leave are following:


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a. The leave period will count at the start of journey to re-join on

BRAC.

b. If BRAC bears the cost of higher study or training then the staff

should have to sign in a contract paper.

c. If any staff resigned from his/her job before contractual period then

he/she has to pay the amount on the basis of contract.

d. The staff cannot get the opportunity of any other leave when he/she is

consuming the training or higher study leave.

e. The staff will get the festival allowance when he/she is consuming

the training or higher study leave.

5. For nomination of national or international travel, training or higher

study, the staff have to send related papers such as invitation card,

sponsorship, photocopy of ticket etc to the human resource department.

6. The staff himself/herself will do every thing related his/her ticket.

7. If the staff failed to submit the cost (financial statement) of his/her

training or higher study to the human resource division then human

resource department will make the contract paper for at least two years.


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Major findings of the study:

1. The organization has a human resource management.

2. The organization has a prescribed salary structure.

3. The organization has provided provident fund & gratuity facilities.

4. The accounts department has professional accountant.

5. The training department has needs more trainers.

6. They have to recruit technologically sound people for their future project.

7. The organization has to motivate the different personnel & provide

different facilities to get best effort from them.

8. Technical support department must be more conscious about customer

care.


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Recommendation


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Considering the above findings Organizations need to consider their expense

on the strategic direction. Company has to understand competitors strategic

moves. As its activities scattered every neck of the world in Bangladesh.

They need to improve their medicine standards and to provide better service

to the consumer. They have to take consumer claim fairly solve them in

efficient way. Company has to give efforts on the international expansion in

order to subsidies risk. Company need to train to there sells representatives

for the execution of their product.

Some recommendations are mentioned below for improving the

organization.

1. More training must be provided for employees to do so collaboration

with other organization.

2. Must be careful continuous running of the total system, if any problem

occurs the organization must have the back up support.

3. The organization has to provide the provision of life insurance for the

employees.

4. The organization must have a human resource department as its public

limited company.

5. The organization must try to get the comparative advantage.

Conclusion


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With a view to analyzing the status of BRAC applied in indeed very

much consistent and relevant to develop the rural areas. Human

resource management is the process of acquiring, training, appraising, and

compensating employees, and attending to their labor relations, health and

safety, and fairness concerns. Its true that any individual who works in

Human Resources must be a people person. Since anyone in this

department deals with a number of employees, as well as outside individuals,

on any given day, a pleasant demeanor is a must.

In the light of above information we find that This Organization has

excellent competitive advantage than its measure competitors. It is also

positive considerable performance of the organization merging

internationally. Besides this Organization is giving efforts to introduce

different types of problem. On the other hand to make Organizations

business position strong. Human resources management is very much

important for every business organization. Human Resources may be the

most misunderstood of all corporate departments, but its also the most

necessary. Those who work in Human Resources are not only responsible for

hiring and firing; they also handle contacting job references and

administering employee benefits. Actually these departments do that work.

This department of the organization works with the employee and the staff

and worker. This department deals with their job planning and design,


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recruitment, selection, measure their job performance and target their

compensation.

Appendix

Job analysis


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1. Do you have the practice of job analysis?

2. Do you follow any specific steps of job analysis?

3. What are your methods of collecting job analysis information?

4. How it used this organization?

5. Does the responsibility specified regarding the job?

6. How you conduct the Job analysis?

7. What type of method they are following to conduct job analysis?

8. Do you perform smellier activities in same position?

9. Do you provide training to the employees before starting new job?

HR planning & recruiting

1. What do you mean by HR planning?

2. Do you have the practice of HR planning in your Organization?

3. How you recruit people?

External sources (Outside)

Internal sources

Employee testing & Selection

1. What type of test you are conducting to select new candidates?


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2. What type of recruitments you are generally given when you want to

recruit new people?

3. There are different types of test to evaluate a new employee. So what type

test you prefer most?

Training & development

1. What type of training you are providing to your new employees?

2. Do you provide on the job training or off the job training?

3. Mention some specific name of training program provided by you to your

employees?

4. How you can measure the development of your employees?

Bibliography

Murdock, Steven. "The Texas Challenge." Paper presented at the 14th

Institute for Human Resource Management in Government, Austin, Texas,

March 2001.


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National Academy of Public Administration. Building Successful

Organizations: A Guide to Strategic Workforce Planning. Washington,

D.C., 2000.

International Personnel Management Association. Workforce Planning

Resource Guide for Public Sector Human Resource Professionals.

Alexandria, Virginia 2002.

Pence, Earl, Ph.D., and Douglas Rachford, Ph.D. "Developing and

Implementing Human Capital Plans in Government." Paper presented at

the Workforce Assessments and Human Capital conference, Washington,

D.C., November 2001.

Public Sector Management Division, Ministry of the Premier Cabinet.

Workforce Beyond 2000Strategic People Planning: An Overview of

Workforce Planning. Western Australia, 2000.

State of Georgia. Strategic Workforce Planning Guide.

www.gms.state.ga.us/

agencyservices/wfplanning/pdf/wfpguidelines2.pdf. January 2002.

State of Washington. Workforce Planning Guide: Right People, Right Jobs,

Right Time. Olympia, Washington, 2000.

U.S. Department of Agriculture. AMS Workforce Plan FY 1999-2000.

Washington, D.C., 1999.

U.S. Department of Health and Human Services. Building Successful

Organizations: Workforce Planning in HHS. Washington, D.C., 1999.


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U.S. Department of the Interior. Right People, Right Place, Right Time: A

Guide to Workforce Planning in the U.S. Department of Interior.


U. S. Department of Transportation. Workforce Planning Guide.


U. S. General Accounting Office. Self-Assessment Checklist for Agency

Leaders. Washington, D.C., 1999.

U.S. Office of Personnel Management. "Federal Workforce Planning

Model,"

Federal Government Workforce Planning, n.d., (December 2001).

Walters, Jonathan. "The Employee Exodus." Governing Magazine, March

2000, p. 37
http://www.opm.gov./workforceplanning/http://www.opm.gov./workforceplanning/

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