Human Resource Management is the process of managing and monitoring the employees in an organization with a proper

system. The worldwide HR management system incorporates several processes like recruitment, monitoring, storing data,
payrolls, administration, and attendance data and so on. This worldwide system is applicable to Bangladesh too, so the
practice of the HR Management System in Bangladesh is similar here.

After so many years of liberation war recently for several years, Bangladesh has seen an upward and positive trend to
human resource management. The reasons behind that are the economic warm-up and better education. Most of the
organization has established a separate department for human resource management.

Before starting the main section let’s get some mixing highlights got from a report of Daily Star in a very recent edition of
2020 upon current HR management system practice in Bangladesh.

Two third of the organizations arrange in house and external training for the employees every year.

Now the selection process depends on the technical evaluation too.

75% of companies avail of the mechanism of employee emotion management.

The worst point is that 95% of companies do not provide any long term incentives to the employees.

45% of the organization preserves performance rewards for the best employees.

30% of the companies have some dispute solution mechanisms to avoid uneven circumstances among the employees.

Now let’s demonstrate the current picture of the practice of the HR Management System in Bangladesh. This
encompasses a great deal of human resource management activities in all types of organizations. We have evaluated the
major ones here.

Recruiting and Hiring System

Private Bank and Financial Organization

The recruitment and selection process depends on the category of organization. In terms of a private organization, this
process goes a little bit informal except for the banking and financial organization. As the banks and financial
organizations are regularized by the Banking act, so the private ownership cannot influence the illegal or improper
recruitment process.

Other Non-banking and Multinational or Non-government Agency

These sectors are not bound to abide by any legal requirement to recruit people. So Management may tend to focus on any
criteria that nobody can question. They can focus on qualifications or relations & references. In Bangladesh, these
organizations may depend on the growth of the business on the political parties or influential groups. So, those companies
are bound to consider the requests of them during the recruitment process.

Public Sector

Bangladesh Public Service Commission (PSC) arrange all the activities of the recruitment and selection process. These
examinations are conducted for different ministries, department and certain divisions. Every year thousands of cadres and
non cadres come out of the recruitment process and join different positions.

Public companies other than civil service also recruit every year according to individual regulated processes. The
recruitment process in the public sector is not left with legal procedures and consistency all the time. Political intervention
hampers the activities most of the time.

In all sectors, there is an online recruitment system that is used to track records of all data of the candidates or applicants.
This would help to make a panel of the applicants for further recruitment.

Learning and Development Process

Learning & Development Process of HR Management System

Private Sector

One of the important factors of human resource development in Bangladesh is the training process. In recent several
years, some private organizations keep an allowance and budget for investing in the training of the employees. But as a
middle-income country and with labor surplus, in Bangladesh, the training cost may not turn into an investment for
middle-sized companies. Moreover, the ignorance of the training need put obstacles in the training programs. On the other
hand, the existing training also may not succeed all the time in the lack of proper instruction and trainers. However, there
are many hr recruitment firms in Bangladesh.

Public Sector

For civil service PATC -Public Administration Training Center is the authority that is vested training responsibility for
every fresher employees. There are other different training centers too besides PATC that are liable to provide training on
behalf of government organization. The respective ministry of specific department authorizes all those training courses,
syllabuses, and duration for overall foundation training. In the course of non civil government jobs, training would not be
provided effectively through courses that are available here too. The selection of the trainees may be based on the
relationship with the top officials. Corruption prevails everywhere.

Managing Payroll

Private Sector
Except for some private financial institutions and banks, there is not any specifically structured pay scale in private
organizations. There are not any legal obligations and regulations in terms of the pay scale. Management fixes the salary
to a different level of positions. Sometimes fixation may differ within the same levels in terms of qualification and
experience in an arbitrary way.

Public Sector

Whether it is civil service or non civil service, NPC-National Pay Commission introduces and manages the pay scale. For
public sector employees, there is a 20 graded pay structure determined by NPC. These job grades are evaluated by
educational qualifications and expertise. Sometimes, the Government restructures the pay scale according to the economic
condition of Bangladesh. There would be some regulation alterations to the advancement of employees of all grades too.
Collective bargaining is not allowed in the public sector.

Performance Management and Appraisals

Performance Management of HRM System

Private Sector

Performance appraisal is an important factor to access the performance of an employee according to his or her achieved
target level. The correct appraisal can help to manage the performance based on the appraisal. In private commercial
banks and other financial institutions, it is very strictly managed by the management. Very few corruptions may occur
because of negative or unsupportive behavior or relation. Besides management does the appraisal productively. Other
private companies also have the appraisal system but it doesn’t work like financial institutions.

Public Sector

Unlike the private sector performance appraisal system in HR management of public companies is not perfect. The system
becomes manipulated and ineffective to provide proper appraisal reports. Actually, the bottlenecks of providing proper
appraisals are many- political intervention, discretion between parameters and results, wrong purpose, improper criteria.
These causes cannot let the management to make the perfect appraisal process for the employees. A proper PA system is
100% effective if it considers three functions like administrative, informative and motivational ones. But the system is
biased with so many things that perfect appraisal is far distant than these.

Employee Benefits

Private Sector

For the employee benefits scheme in the private sector, there was a drive to allow pension schemes for this sector in 2015.
From then employees in private companies would opt for gaining a pension after retirement. But this is not exercised fully
yet. The financial institutions and fully organized private companies allow these benefits arbitrarily. This would create a
push from both the employees and employers to save a similar amount every year. Ultimately, there is no law at present
for the pension scheme in the private sectors.

Public Sector
For pension scheme, there is an organized law for the employees of the public sector. Every employee can get a benefit
according to the pay scale and grade after retirement. For several years this scheme has been improved to a large extent
with the increase of the pay scale. So government employees can have a better future and security in the public sector for
this type of benefit.

Final Touch

The HR management system in Bangladesh is now emerging differently. But there is more way to go. Still, there is
deprivation of the minority groups in terms of employment opportunity. There are also some bad practices, red tape,
corruption and lack of diversity management skills. Government standards and regulations is also a crucial point to have
an effective HR management practice in our country. The digital technology also can help a lot with the management of
labor surplus with different software. Lots of companies are using distinct system applications like payroll software, HR
management software, benefits administration module, attendance module, etc. So there is a huge prospect to have a
beneficial strategy for both the employees and employers.