PROBLEMS OF HUMAN RESOUCE MANAGEMENT

IN BANGLADESH

Human Resource Management is a strategic and coherent approach to the

management of an organization’s most valued asset-the people working there who
individually and collectively contribute to the achievement of its goals. HRM also
can be regarded as a set of interrelated policies with an ideological and
philosophical understanding. HRM maximize output and efficiencies of
employees. It is a difficult task to provide a vivid scenario of HRM practices in the
organizations of Bangladesh. There are many types of organization are in
operation in Bangladesh. Among others Government organization, public
cooperation, Government Company, MNC’s, Commercial Banks, Private-owned
enterprises and Autonomous organizations are playing a dominant role in the
economy. Although these companies play an important role in the economy there
are a lots of problems in their HRM practices. Lets look at the HRM problems in
Civil services of Bangladesh:

a) Politicization of Bureaucracy:

Political leaders influence the public sector recruitment process to put like-
minded people in the bureaucracy, irrespective of political parties. Our
bureaucracy is highly politicized. It does not compatible with the characters
of ideal bureaucracy suggested by Max Weber. Placement, promotion and
many other personnel decision are made on political consideration.
Politicization appeared in various forms including the placement of party
loyalists in important civil service position. While this phenomenon is
common in almost all countries it has taken an ugly turn in Bangladesh.

b) Reservation/ Quota System:

The recruitment policies in BCS are characterized by reservation of posts

based on the principle of representation and special consideration shown to
specific groups of people. Moreover, quota has always been implemented
without transparency. The quota system creates the chance to corrupt in the
recruitment system as a result; the real suppressed groups are deprived from
getting any type of facilities. Quota system discourages many brilliant

1|Page
PROBLEMS OF HUMAN RESOUCE MANAGEMENT
IN BANGLADESH

candidates to join in the civil service. Merit is ignored, which may lead to
high inefficiency in the civil services.

c) Mismatch between Job Description and Job Specifications:

Another major problem of the BCS examination is that it does not consider
the need for specialization of different cadres particularly in relation to
general cadres. A person having graduation in any discipline can be a
candidate. This results in a mismatch between the skills needed for a job and
the candidate selected. This mismatch may lead to inefficiency and
frustration in employees.

d) Faculty and Lengthy Exam System:

The existing procedure of BCS examination is considered out-dated,

questionable and time consuming. In case of direct recruitment, the literature
suggests that the examination system is not sufficient to bring meritorious
personnel into the public service. Essay type written exam provide little
opportunity to test creative thinking and analytical ability of the candidate.

e) Unequal Opportunity:

Although all BCS cadres deserve same quality but only few member of
officers get chance to sit at the top. While the majority of civil servants have
their service at mid or entry level, for this most of the officers feel frustration
and cant serve as the need.

f) Dprivationof merit & Talent:

Training policy both external and internal needs to be substantially

reformulated and recast putting emphasis on talent and merit rather than

2|Page
PROBLEMS OF HUMAN RESOUCE MANAGEMENT
IN BANGLADESH

seniority but reality is different. Talented and meritorious are deprived of the
opportunity.

g) Problem of Placement:

Putting right man in the right position is important to make the best use of
HRM. De-motivated trainer cant train employee properly. But in dynamic
civil service system this should have been the opposite.

h)

3|Page