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Course Title: Human Resources Management
Course Code: MGT-307
An assignment on chapter 29, HRM Practices in Bangladesh
Introduction
Following its attainment of independence, Bangladesh immediately adopted a socialist economic
system by nationalizing all of its major businesses. The economy of Bangladesh is transitioning
toward a market-based system. Although agriculture accounts for half of Bangladeshis' working
population, the service sector is responsible for generating half of the country's GDP.
In the country of Bangladesh, there are many different kinds of organizations that are active. The
economy is dominated by a variety of entities, including but not limited to government
organizations, public corporations, government-owned firms, multinational corporations,
commercial banks, privately held businesses, and autonomous organizations. Let's look at the
Human Resource Management methods used in the Bangladeshi government sector.
HRM in the Civil Service in Bangladesh
It is essential for the government to guarantee that individuals who are talented, competent, and
devoted to the mission of the civil service are recruited in order to construct an effective civil
service system. The Human Resource Management (HRM) methods that are used in the
Bangladeshi government service have been investigated by researchers. In light of their results,
the following HRM practices common in the public sector are analyzed and discussed:
There are two organizations in Bangladesh responsible for overseeing the whole civil
service recruiting and selection process.
Career Planning: Most Bangladeshi businesses severely lack a systematic professional
development strategy for workers at all levels.
As for the deployment of BCS cadres, that task falls within the purview of the Ministry of
Public Administration.
The recruiting and selection procedure in BCS may be lengthy, but the transfer of
employees to other government positions receives comparatively less attention.
Promotion criteria: merit, seniority, and conformance or adherence to standards of
conduct or good behavior are the three factors utilized in determining promotions.
There is a comprehensive training and advancement plan in place for all Government
agencies.
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Salary and Bonus Structure: The government uses a salary and bonus structure that is
suggested by a salary and bonus structure formed at sporadic intervals.
In the event of an employee's separation from service, the government may recruit
anybody with at least 25 years of qualified service, regardless of age.
Problems of HRM in Civil services of Bangladesh
First, the bureaucracy has become more partisan as political leaders exert control over
public sector hiring to ensure that persons with similar ideologies are placed in
administrative positions. The machinery of government in this country is heavily
influenced by politics.
BCS's recruiting procedures are defined by a quota system in which some positions are
set aside for members of underrepresented groups in order to ensure that no one is
unfairly disadvantaged.
There is a serious flaw in the BCS exam: it does not take into account the requirement for
specialization of various cadres, especially among the general cadres.
The current approach for the BCS test is seen as antiquated, dubious, and time-
consuming.
While all BCS cadres should be held to the same standard, only a select few Officers are
promoted to leadership positions.
Deprivation of Talent and Merit: External and internal training policies should place
more emphasis on talent and merit than seniority, but this is not the case.
Today's civil service has lost face due to the placement problem at training institutions.
Malfeasance in the administration is widespread and becoming worse, as shown by
studies from the World Bank, the United Nations Development Programme, and the
Transparency International Bank.
Partially in Recruitment, Placement, and Promotion- It is a well-known fact that politics
and nepotism play a role in the recruitment, placement, and promotion processes in the
Bangladesh Civil Service.
Government employee remuneration and incentives do not meet their demands.
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Deficit of Inspiration: Whenever there is an incentive system in the public service that
drives and drags them ahead despite everything and encourages them to be honest,
controlling, and following order, then it is only the system.
Without assessment and praise, service is just as vital as anything else, if not more so.
According to a World Bank study, frequent job rotation is a barrier to effective career
management in the public sector.
Conclusion and Recommendations
First, the efficient Civil Service Act must be introduced without any delay caused by a lack of
political will and commitment. The process of public administration is not simple, especially in a
nation like Bangladesh that has so many challenges. Eliminating the practice of setting aside
certain numbers of promotions based on predetermined quotas. Finally, the use of politics in
hiring and promotion processes must be eliminated. Merit and performance should be the basis
for selection and advancement. It's important to implement a performance review that is both
honest and open. We don't think the current system of ad hoc rotation of postings is productive.
The screening and hiring process should be free of politics. As was previously indicated, PATC
has been providing training to officers in the public, private, and non-profit sectors since 2009.
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