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BRAC Bangladesh is a national Non-Government organization which is one of the world’s largest Non-Governmental Development Organizations. Learning Human Resource Management (MGT301) is a must for a BBA student. This course has been designed with different HR policies, management theories and applications of those theories in management activities. As a requirement of this course, students have to prepare a term paper in a group. In line with the requirements of this course, our group (Group 1) wants to prepare the term paper on the ―Recruitment, Selection and Compensation Package of BRAC‖.
Objectives of the Study General objective General Objective of the study is to know the recruitment and selection procedure of a BRAC NGO.
Specific Objective To find out the recruitment process of BRAC To identify the selection system of BRAC To compare the recruitment process of BRAC with other NGO’s To illustrate the limitations of the existing recruitment & selection procedure of BRAC To recommend plan of action on the basis of the findings. To find out about different compensation packages offered by BRAC.
Scope of the Study The Scope of the Study limits itself in the Recruitment, Selection and Compensation by BRAC. This study analyses the strengths and weakness of BRACs HR policy. The study helps to come to a conclusion about the Recruitment, Selection and Compensation by the world’s largest NGO.
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Methodology Interview method was used as the technique for date collection. However, to prepare the report we used both the primary and secondary source of Information.
Primary Source For the primary source of the data, we conducted interviews with HR personnel of BRAC.
Secondary Source For Secondary Information, we collected data from websites, journals, and research papers.
Time limitation is a major limitation for preparing report on such a broad topic. We cannot analyze the information of other identical organization. It would have been easier if we could have visited few other similar organizations or NGO’s. BRAC officials did not want to share most of the confidential information related to Human Resources, they did not want to disclose any information from which competitors may gain the competitive advantage and internet database also includes password for only employees.
Business Card Sowrav Kumar Saha Senior HR Officer Recruitment Selection and Placement (RS&P) BRAC Human Resource Division BRAC CENTRE 75, MOHAKHALI, DHAKA - 1212 Tel: 88-02-9881265, Email - firstname.lastname@example.org
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From the mid-70s to early 80s. mostly landless rural people of Bangladesh through micro credit.924 villages in all 64 districts of Bangladesh. and most recently in war ravaged Afghanistan.000 regular staff and 34.1. BRAC diagnoses poverty in human terms. set up in 1972 by Mr. was initiated in 1972 by Mr. Background BRAC Bangladesh is a national non-Government organization which is one of the worlds’ largest Non-Governmental Development Organizations.1. Asia. 1. BRAC. it does not pursue any rigid development model.000 part-time teachers. BRAC has progressed by learning from experience and through a responsive and inductive process. Page 3 of 20 . working in 61. BRAC promotes income generation and social development for the poor. diverse in its operations with over 28. Adjusting its strategy to prevailing circumstances. and structural constraints have been able to transform themselves as contributors not only to their families' well-being. In the wake of pervasive poverty and lack of organized effort to battle the problems of war-ravaged economy. it is now one of the world's largest national NGOs. and training programs. BRAC – Its Journey BRAC. our holistic and flexible approach to rural development became the internationally accepted standard. Fazle Hasan Abed as a short-term relief and rehabilitation project following the liberation war. technological. Women with social. in Bangladesh's rural areas. It has been called upon to assist countries in Africa. education. This task over. Fazle Hasan Abed. especially women. health. Poor rural women and children are at the center of all BRAC’s activities. a national private development organization. BRAC subsequently had to scale-up its pilot projects towards long-term issue of poverty alleviation and empowerment of the poor. From its modest birth in 1972. cultural. Currently. began as a relief organization focused on resettling the refugees returning from India after the War of Independence in 1971. but also to national production and development by increasing their access to economic and social resources with BRAC's assistance. BRAC redirected its focus to the issue of poverty alleviation and empowerment of the poor.
illiteracy. BRAC Bank BRAC Bank is a full-service commercial bank focused on providing financial services to small and medium enterprises. Presently. it is actively operating in Afghanistan. Other Major Initiatives BRAC University BRAC University was inaugurated in 2001 to foster national development by creating a Centre of excellence for higher education that is responsive to society's needs. Core Programs of BRAC BRAC Development Program BRAC Education Program BRAC Health Program Social Development Program Human Rights & Legal Services 1.1.3. disease and social injustice.” 1.4. Sri Lanka. Tanzania. Mission Statement “Our mission is to empower people and communities in situations of poverty.2. Page 4 of 20 . BRAC Enterprises BRAC Enterprise includes: BRAC Agro and Salt Industries Aarong BRAC Dairy and Food Project BRAC Printing Pack BRAC Tea Estates etc. Our interventions aim to achieve large scale. Uganda. and Southern Sudan. BRAC International BRAC Expands Its Operation worldwide. positive changes through economic and social programs that enable women and men to realize their potential.
Table 1 Staff Information of BRAC as of 31st June. 2011 Staff Category Regular BEP Teacher Shastho Kormi Total Male 38339 352 Female 9090 39789 7147 Total 47429 40141 7147 94717 Male % 81 % 01% 00% 32% Female % 19 % 99% 100% 68% 38691 56026 Table 2 Program wise Number of Staff Program Name Micro Finance Borga Chashi PSE WASH DECC BEP BHP SD HRLS TUP BRAC Enterprise BRAC International Male 19097 915 672 1818 55 3582 1959 337 305 2545 1256 532 Female 2362 42 51 293 2 2105 2064 176 74 625 85 14 Total 21459 957 723 2111 57 5687 4023 513 379 3170 1341 546 % of Male 89 96 93 86 96 63 49 66 80 80 94 97 % of Female 11 4 7 14 4 37 51 34 20 20 6 3 Page 5 of 20 .
Recruitment is the process of finding and attracting qualified or suitable applicants to fill vacancies. otherwise they go for external candidates. 2. Recruiting Outside the NGO As BRAC follows 80/20 rules to recruit employee they try to look for external candidate when they fail to fill up the vacant position by any internal individual. That would be discussed next. Page 6 of 20 . According to the recruitment policy of the NGO the authority uses some source to recruit outside the NGO. Authority always prefers internal candidates for filling any position. Recruiting Within the NGO If the NGO authority thinks that the people inside the NGO are well qualified. they are offered for the job. Recruitment Process Recruiting is important process for any organization because through it the bestqualified applicants must be found to fill vacancies. The NGO follows the best practice of 80/20 ratio. according to the post and people they need. The methods and procedures used to acquire an understanding about any job is called job analysis. There are mainly two sources of recruitment: internal and external.1. meaning that 80% of management population shall be home grown while 20% may be recruited externally in order to introduce new skills and new thinking. Planning and Recruitment BRAC recruits people both from inside and outside of the NGO.2.
North South University and so on. Page 7 of 20 . Website BRAC has its own web.bd-job. They give advertisement in at least two papers. They always update their web site. Strength and Weakness of BRACs’ Recruitment Process Strength of Recruitment Process The recruitment and selection process is transparent and fair.com about any vacant position. Interested candidate who browse the website applies for the jobs. Outcomes of the recruitment process is satisfactory Weakness of Recruitment and Process There is no specific job description The management should maintain more flexibility for internal staff for applying. Employee referrals It is another source for BRAC to recruit employees.Advertisement When the authority decides to hire employees they give advertisements. They give necessary information.2. They prefer employees from some renowned institution like BRAC University.com Alike their web site BRAC also gives necessary information in www. Educational institute BRAC takes this source as very important one. BRAC also prefer these kinds of candidates. 2. Current employees’ referrals or recommend people for the vacant positions. It is a very important source to fulfill their need of employees. then authority recruit qualified people from them. if they want to recruit people. Bd-jobs.
Receive approved requisition from Programs Prepare the final deployment list Carry out the preservice training Prepare and Publish advertisement Taking Joining/File Handover to the appointment unit Prepare deployment list for every selected candidate Receive application through several sources Recruitment File closing with reports Briefing selected candidates for preservice training Sort the CV’s according to the criteria Taking necessary preparation for exam Carry out the examination. sort out results and circulate Plan for Selection Test Figure 1: Recruitment Flowchart at BRAC Create Database and Inform Candidates Page 8 of 20 .
Application for job is desirable on the fixed format. The finalization of the staff recruitment must be approved by the HRD. Afterwards staff are recruited from this panel if requires. The Staff will be recruited according to the Table of Authority. After recruiting the staff according to the requirement of the program HRD makes a panel of the selected remaining candidates. The TARC has been send the CV filled up by the newly recruited staff to the Head Office where applicable and provides deployment individually in the name of each staff mentioning the salary according to the list provided by the Head Office.3. The staff will be recruited through advertisement in the newspapers and other publicity media which suitable. The Staff selection process will be completed on the basis of success of the written. viva and pre-service examination which is applicable. In the beginning of the year all the Programs'/Department's Head would send the requisition in the fixed form to the Head Office estimating the requirement of new staff for the whole year in their respective Department. The approval of the Executive Director must be taken in recruiting the staff of all levels of the Head Office. Page 9 of 20 . Interview Latter should be sent by Post/Courier minimum fifteen day’s selection test. For Urgent need of the program staff can be also recruited directly by the Chairman of the Executive Director. This panel remains effective for the subsequent six months.2. HRD would make yearly plan to recruit staff on the basis of the received requisition request. Staff Recruitment Process The following processes will be perused in staff recruitment.
When there is any vacancy in the organization. Right man for right job is the main goal of selection. test. consistent with the skill to the intended post. Staff Recruitment Board Staff Recruitment Board nominated by the program and approved by the HRD with representative conduct the viva of the candidates. references and final decision of hiring. Selection Process Selection is a process of hiring suitable people for job. Steps in Selection Process Hiring decision This is the first step of their selection process. At least one of the members of the recruitment board must have to be from HRD. Then they acquire the decision of recruitment for any vacant position.3. interviewing.2. 3. In order to ensure qualitative standard and program and approved by the HRD with representative conduct the viva of the candidates. a need of employee is felt for the post by the higher authority. If there is a relative candidate the staff has to abstain from being the member of the recruitment board. 3. The selection process involves many steps such as preliminary reception of application. medical test. Recruitment takes place when there is New position arising out of new business direction Vacancy arising because of resignation/retirement Annual Planned Recruitment of fresh graduate Page 10 of 20 . The question should be gender sensitive.1. They also decide how many people they need in which post.
Review for application and resumes The second step they follow is to make a review of the resumes and applications of the applicants. Then they select people for interview who pass the test. another is for the experienced applicants. At this stage they make the final decision about who will be the employees for their jobs. then they go through the authentication process. Final Decision This is the last part they follow for the entire selection process. They also seek information about their academic achievement. they arrange a written test. who are qualified in the previous stage. One is adopted for the fresher or new comers. The interviewers assign them different assignment and practical works for the whole day. Then they assess those and see whether the applicants are actually eligible for the post or not. The NGO authority sometimes checks the references. After that they go for those applicants for the next steps whose qualification meet their requirements for the job. Page 11 of 20 . If the NGO authority thinks that they have some confusion about the employee. In this stage they have to face a whole day assessment program for the final selection. They do not hassle about any written test for the applicants who have past experience and they are directly called for the interview. For the fresher or those who has no past experience for the job. Personal Reference and Background Check Some applicants attach some references with their applications. personal qualities and skills. are selected for this stage. Selection test After the review The BRAC NGO takes selection test of the applicants. In this step they follow two different procedures. Employee Interview The applicants. Thus interviewers can understand if the employees will be able to work in NGO smoothly or not.
In case of the women and disable job seekers during the viva HRD will make a list of the chosen Thanas of the jobseekers excluding the own in accordance with their choices' priority and staff is recruited accordingly on the basis of availability. In case of the male staff posting may be given to any district excluding the staff's own district. Each of the unsuccessful candidates will be given Tk. The period of probation of any staff cannot be expanded. In case of joining late if the newly selected candidates apply for joining by 15 days of the fixed joining date is considered. Deployment of the New Staff The regular staff will have to be willing to work in any place of Bangladesh or outside of Bangladesh where BRAC conduct its actions.Pre-service Training Being selected primarily all the candidates will be attending the pre-service training conducted in the TARC for the final selection. Page 12 of 20 .00 am. the local authority can accept the joining. According to the condition of the joining letter on the day the candidate has start working and his joining is considered effective from that day. In case of the Head Office and the Field Office the staff has to join at work by 9. After seven days the joining can't be accepted without the Permission of the HRD.50 honorarium per day for participating in the pre-service training. If a candidate joins by the next seven days of the joining date. It is not applicable for the service staff and contractual staff. Joining of New Staff The candidate will join on the day fixed by BRAC. From the participants the most competent 90% will be selected finally. The joining letter must be submitted on a fixed format All regular staff has to work as a beginner for a yearlong from the joining.
Page 13 of 20 . or bonuses for arriving to work on time. however. including everything from legally required public protection programs such as Social Security to health insurance. insurance (health. By combining many of these compensation alternatives. praise and recognition. task enjoyment and friendships. specifically — weather. the easier this is to accomplish. Compensation Package It’s easy to think ―dollars per hour‖ when thinking about compensation. somatic cell count or mortality can offer great sources for performance incentive. childcare or housing. paid leave. Direct compensation is an employee’s base wage. Successful managers must search for things employee’s influence and base performance objectives on these areas. that is not easily done. Your operation may benefit from the following: tenure bonuses for long–time employees. direct and indirect elements. such as profit–sharing bonuses. such as flexible working schedules. The general consensus of recent studies is that pay should be tied to performance to be effective. 4. The more production information data your business has. progressive managers can create compensation packages that are as individual as the employees who receive them.4. with traditional farming operations.1. This includes career and social rewards such as job security. are more like a total rewards system. It can be an annual salary. Indirect Compensation is far more varied. Employers have a wide variety of compensation elements from which to choose. equipment repair incentives to encourage good equipment maintenance. Measures such as feed conversion rates. retirement programs. Business performance can be affected by many factors over which employees have no influence. containing non-monetary. Non-Monetary Compensation can include any benefit an employee receives from an employer or job that does not involve tangible value. However. Successful compensation packages. flexible hours and opportunity for growth. dental. From in depth research we have that compensation is the benefit package for the employees that are offered by the organization. Compensation There is no particular definition of compensation. hourly wage or any performance– based pay that an employee receives. eye) etc.
Sometimes they also get merit pay according to their performance. Staffs are not allowed to transfer outside the project. Security guard. Moreover they get the benefit of bonus and insurance only. After confirmation they may be brought under Provident Fund and gratuity. Also get regular bonus. commission. Before confirmation one is to work as apprentice for one year. Caretaker Liftman and the grade-comprised staffs. After joining they may come under Provident Fund. Classification of Staff The BRAC Staffs are of five types.2. Service Staff Service staffs (for example-Electrician.) are under grade. insurance facilities and merit pay.4. Probationary period is not applicable for them. medical facilities. The project staff will enjoy benefit according to the projects procedure and condition of the appointment letter. Page 14 of 20 . Project Staff Recruit according to the duration of the project for the project-period. However merit pay is mandatory for these people. Such as: Regular Staff Project Staff Service Staff Contract Staff Part Time Staff Regular Staff Staff level exists.
Get earned leave like the regular staffs. Sometimes they also get the facility of merit pay. COMPENSATION FINANCIAL COMPENSATION NON-FINANCIAL COMPENSATION INSURANCE DIRECT PAY VACATION SALARY HOLIDAY INCENTIVES MERIT PAY BONUS GRATUITY PROVIDENT FUND Figure 2 Compensation System MEDICAL FACILITIES AFTER RETAIRMENT BENEFIT Page 15 of 20 . Probationary period is not applicable. Duration of the contract is renewable. However they have the facility to renew the time of their job based on performance. The contractual staff will not get festival allowance.Contract Staff Permanence of the job depends on the duration of the contract. Duration of the job will not exceed 11 months. Benefit of the job is determined according to the contract letter. gratuity and Provident Fund benefits. Part Time Staff Appoint on hourly or daily basis. Other benefits of the job except the daily allowance are not applicable.
financial: Financial Benefits Pay for performance (incentive system) reward employee performance on the basis of three assumptions Individual employee and work teams differ in how much it contribute to the firm not only in what they do but also in how they do it. To attract. When an employee shows exceptional performance. Increment BRAC provides increment to their employee that depends on their performance and sometimes seniority. one is Financial and another one is Non. These variations occur only in the case on senior employees. Firms overall performance depends to a large degree on the performance of individuals and groups within in the firms.HR of BRAC offers different salary packages for its employees. Mainly 2 type’s compensation. The amount of salary depends on both seniority and performance of employees. Direct Pay Salary The amount of money an employee gets monthly for his or her job.3. However sometimes BRAC cannot give promotion to its employees in time and then they offered them an increment in their salary. Page 16 of 20 . Thus two employees in the same position can get different salaries and incentives for their different performance. It is mandatory to give every employee.4. Types of Compensation There are different types of compensation benefit. he is offered an increment. retain and motivate performers and to be fair to all employees.
Beside this BRAC offers bonuses for good performance and as goal completion reward. If an employee works for certain number of year (the number varies from company to company) he gets a monetary benefit of one basic salary for each year he or she worked in the company. Gratuity Gratuity is another financial benefit that is offered to the employees after retirement. Here they will get a certain amount of money like 3 or 5 percent from his own basic salary and from the company’s stock. For Hindu employee they give festival bonus only in Durga Puja.Incentives Merit Pay Any salary increase awarded based in his or her individual performance. Regular bonuses are given in two Eid as festival bonus. After Retirement Benefits Provident Fund Provident fund is a benefit in which employees are paid after doing a minimum service for the company. BRAC offers its employees both regular bonuses. Bonus A financial incentive that is given at a onetime basis and does not raise the employees’ base pay permanently. Page 17 of 20 . It normally given once in a year or it may be twice or thrice.
Panel Interview Page 18 of 20 . Recommendations We have the following recommendations for BRAC: Introduce Recruitment Software Head hunting for senior positions. For staff development more training need to be introduced by management. HR Associations support should be taken as personal source.5. Professional Institutions. Specific job profile needs to be made in terms of principal tasks & skills needed. The staff should get some more opportunities for higher education. Training & educational activities may continue to reduce the pressure on employees regarding their skill & other necessary conditions for performing their assigned job. For that purpose the budget for staff development should be revised & increased. The management should take some more initiative in staff development. The compliance audit team should be more strongly constituted & organized to take accurate feedback & ensure the right practice of the human resource policy & procedure. Hire Agencies to comb the market & provide short listed resumes for the higher positions. Recruit more HR staffs to provide prompt service & meeting all level of staffs physically to hear their problems & give feedback.
who will perform to their best abilities. competencies and flexibilities of an employee. Selection & Placement Section of HRD for fulfilling the growing number of staff demand from different programs and projects. They can work towards the success and sustainability of the organization by means of adherence and dedication to achieve the goals and objectives. Every year a massive number of employees are recruited by Recruitment. Through successful recruitment. value driven and competent staff can be hired. Page 19 of 20 . effective. Conclusion Selection of deserving and competent staff is always a crucial job for an organization. It has to consider the required level of skills/technical abilities. BRAC believes in Equal Employment Opportunity in any recruitment & always gives preference to the underprivileged group of people in the society. That is why the process of selection is vast and more complicated. BRAC is an organization where different types of development interventions are carried out.6.
Different Pulications of BRAC (Setu.wikipedia. BRAC Annual Report 2010 6. D. References 1. Wikipedia source: en. Robbins. Compton.1981 3. Personnel/Human Resource Management (First Edition).net 8.A. sometimes referred to as executive search. Personnel/ Human Resource Management. Cynthia. Head Hunters: An informal name for an employment recriuiter. Nankarvis. Satrong) 7. Human Resource Management: HRM is the strategic and coherent approach to the management of an organization's most valued assets . (2004).. Decenzo. B. pp-240-293. pp-117-177. David. Robert. Strategic Human Resource Management. 8. P. (2002).org 9. Glossary SME: Small and Medium Enterprises are companies whose headcount or turnover falls below certain limits. Stephen. Fisher. (1998). A. Website of BRAC: www. Marian. Human Resource Management – Biztantra. 5. Shaw. BRAC HRD:www. pp – 234-273. Alan. James. Baird. F.brachrd. Schoenfeldt. Panel Interview: In this type of interview the candidate is interviewed by a group of panelists representing the various stakeholders in the hiring process. Huq S.7.org Page 20 of 20 .the people working there who individually and collectively contribute to the achievement of the objectives of the business. 2. Lyle.brac. 4. Thomson.
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