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
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1Such 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
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Dear Mr. Mahmood,
I do agree with you that the scenario is changing rapidly. As a Bangladeshi HR professional, I always hope that our employers will realize the importance of their respective employees. The 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
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I do agree with you that the scenario is changing rapidly. As a Bangladeshi HR professional, I always hope that our employers will realize the importance of their respective employees. The 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
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Dear Asad,
I am actually involved in the pharmaceutical business. One thing I noticed is that the problem lies within the HR Managers. They don't want to motivate employees or management; rather, they just like to take some extra facilities by obeying management's decisions unquestionably. Unfortunately, the management still wants an HR manager with 8-10 years of experience. How can this be possible? HR is a relatively new aspect in Bangladesh, and having 8 years of experience implies they want people from multinational companies. Young people should lead the HR team.
Dr. Mahmood
From Bangladesh, Dhaka
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I am actually involved in the pharmaceutical business. One thing I noticed is that the problem lies within the HR Managers. They don't want to motivate employees or management; rather, they just like to take some extra facilities by obeying management's decisions unquestionably. Unfortunately, the management still wants an HR manager with 8-10 years of experience. How can this be possible? HR is a relatively new aspect in Bangladesh, and having 8 years of experience implies they want people from multinational companies. Young people should lead the HR team.
Dr. Mahmood
From Bangladesh, Dhaka
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Dr. Mahmood,
I am in the Internet sector as an Assistant Manager in HR & Admin. I completed my MBA 4 months ago and have now decided to switch my current job. I have already applied for a few positions, but have not received any results yet. The requirement of 8-10 years of experience for an HR Manager, or 6-8 years for an Assistant Manager level, seems crucial. Could this be why I have not even received a call for an interview? It may be due to my 4 years of experience. If individuals like us do not get the opportunity, how can we showcase our potential? If employers still focus solely on multinational experience, young professionals may not have a chance to demonstrate their abilities, which is quite disheartening. Motivating management might not be a challenge for everyone. Those who are not afraid of losing their jobs can attempt to motivate themselves; otherwise, it can be quite challenging.
Thank you,
Asad
From Bangladesh, Dhaka
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I am in the Internet sector as an Assistant Manager in HR & Admin. I completed my MBA 4 months ago and have now decided to switch my current job. I have already applied for a few positions, but have not received any results yet. The requirement of 8-10 years of experience for an HR Manager, or 6-8 years for an Assistant Manager level, seems crucial. Could this be why I have not even received a call for an interview? It may be due to my 4 years of experience. If individuals like us do not get the opportunity, how can we showcase our potential? If employers still focus solely on multinational experience, young professionals may not have a chance to demonstrate their abilities, which is quite disheartening. Motivating management might not be a challenge for everyone. Those who are not afraid of losing their jobs can attempt to motivate themselves; otherwise, it can be quite challenging.
Thank you,
Asad
From Bangladesh, Dhaka
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Hi, I am looking for Earned Leave policy for Bangaldesh. Please share Thanks Gunjan
From India, Udaipur
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From India, Udaipur
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