Human Resource Management Sector. Internship Report.

Human Resource Management Sector. Internship Report. BBA

Prepared For:
S. N. Kairy Head of account of BRAC.

Prepared By:
Md. Tarikul Islam ID # 200211000060 BBA Major in Human Resource Management.

Date of submission: February 10, 2006.

A term paper is submitted in partial fulfillment of the requirement for the internee course.

DEDICATED TO ALMIGHTY ALLAH.

DECLARATION
I wish to acknowledge immeasurable grace and profound kindness of the Almighty Allah, the supreme ruler of the universe who enables us to make my dream in a reality.

I am Md. Tarikul Islam student of school business studies BBA, Southeast University. Hereby declare that the term paper entitled BRAC, Human Resource Management sector is an original work done by me under the supervision of S. N. Kairy, head of accounts of BRAC.

I further undertook to indemnity the BRAC against any loss damage arising from breach of the forgoing obligations.

Md. Tarikul Islam. ID# 2002110000060. BBA 1st Batch Dept: Management. Southeast University.

31st January 2006.

S. N. Kairy Head of accounts BRAC, 75, Mokhali Dhaka. Sub: Submission of Internship Report. Dear Sir, It is my pleasure to submit my internship report on BRAC, Human Resource Management Sector. As a partial requirements for the BBA course, to you for your kind perusals. This term paper attempts to describe my observations, learning during the study this course. I made sincere effort to study related materials, documents, annual report and operational system of Bangladesh Rural Advancement Committee (BRAC) and examine relevant records for preparation of the term paper. I have tried my best performance to make this term paper as comprehensive and informative as possible within the time allowed for me. Due to various, there may be some mistakes for which I beg your apology. Finally, I shall be glad to answer your any kind of query related to the term paper, if necessary. I have been tried to provide a brief discussion about the Human Resource Management Sector of this organization. Yours faithfully, Md. Tarikul Islam ID# 2002110000060 BBA 1st Batch Dept: Management Southeast University.

Acknowledgement
I wish to acknowledge immeasurable grace and profound kindness of the Almighty Allah, the supreme ruler of the universe who enables us to make my dream in a reality.

From my first inception until its final completion, the success of the study rests not only me but also on the contribution of all kind of employee of BRAC. They have given us a vivid discussion. Who have inspired, influence guided my work.

I wish to express my immense gratitude and my special debt to my respected teacher & supervisor S. N. Kairy. I am thankful to his untiring guidance, helps and suggestion.

I also thank my friends & classmate who help me for doing this report. I am grateful to them for their valuable comments correction etc. on my report.

Finally, the inspiration, encouragement and support provided by our parents must be acknowledged.

Table of contents

Chapter # 1. Introduction

1.1 1.2

What is Human Resource (HR) What do you mean by Human Resource Management (HRM)

1.3 1.4 1.5

Definition of HRM Importance of HRM Globalization & HRM

Chapter # 2. Profile of BRAC

2.1 2.2 2.3 2.4 2.5 2.6

Vision Mission Objective of BRAC About the company Company profile at glance Organogram of BRAC

Chapter # 3. Objective of the study

Chapter # 4. Methodology of the study

4.1

Method of data collection

Chapter # 5. Limitation of the study

Chapter # 6. Literature review

6.1 6.2 6.3

HRM definition HRM function HRM scope

Chapter # 7. Analytical part

7.1 7.2 7.3

HR planning Recruitment & Selection Training and Development

Chapter # 8. Major finding of the study

Chapter # 9. Recommendation

Chapter # 10.

Conclusion

Executive Summary
This research report is a partial requirement of the internship phase of BBA program, department of management, Southeast University. The topics of the report are Human Resource Management of BRAC . Human resources management is very much important for every business organization. Human Resources may be the most misunderstood of all corporate departments, but its also the most necessary. Those who work in Human Resources are not only responsible for hiring and firing; they also handle contacting job references and administering employee benefits. Human resource management is the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns. Its true that any individual who works in Human Resources must be a people person. Since anyone in this department deals with a number of employees, as well as outside individuals, on any given day, a pleasant demeanor is a must. Human Resources may have gotten a bum rap, but its clearly among the most important departments in any corporation. The next time you have to meet with someone from Human Resources, remember that without her, your company might not be running so efficiently. The benefits of globalization have been very unevenly distributed both between and within nations. At the same time a host of social problems have emerged or

intensified, creating increased hardship, insecurity, and anxiety for many across the world, fuelling a strong backlash. As a result, the present form of globalization is facing a crisis of legitimacy resulting from the erosion of popular support.

The concept encompasses investment in the skills of the labor force, including education and vocational training to develop specific skills. Human capital is one component of a country's overall competitiveness. The most successful developing countries, for example, Singapore and Malaysia, are investing heavily in the education and technical skills of their population.

Actually these departments do that work. This department of the organization works with the employee and the staff and worker. This department deals with their job planning and design, recruitment, selection, measure their job performance and target their compensation.

Introduction:

Human resources management is very much important for every business organization. In international business sector it is more important now a days. It is now very competitive business world. So in this time if any time one to existed and run this competitive business world they needed some new rules and apply some innovative idea and get delivery better items which help them to be best in this world. Human resources management is one type of department, which is the modern worlds contribution. It is very important department of an organization. They act an important role in the business organization. It helps the organization to run perfectly and help to achieve the organization goal. Naturally human progressing themselves day by day. They make any work broken down and divided it into small and small job, which helps to do the work more effective. They achieve and hold new invention of this world. When we heard these words of Human resources management naturally we think that it is related with human activities. And try to come out their new policy to implicate their own goal and to maintain and make a good relation with others organization. Which is most necessary to stay this competitive business world and to be popular in the business society.

1.1 What is HR?

Human resources (HR) are the people who are ready, willing, and able to contribute to an organizations success.

Human resources (HR): Hiring activities, including recruitment, interviewing, training, layoff planning, including out placement, and counseling.

Human resources (HR) segment contains the full set of capabilities needed to manager, schedule. Pay, and hire the people who make a company run. It includes payroll, benefits and ministration, applicant data administration, personal development planning, workforce planning, schedule and shift planning, time management, and travel expense accounting.

1.2 What do you mean by Human Resources Management?

Human Resources may be the most misunderstood of all corporate departments, but its also the most necessary. Those who work in Human Resources are not only responsible for hiring and firing; they also handle contacting job references and administering employee benefits. Its true that any individual who works in Human Resources must be a people person. Since anyone in this department deals with a number of

employees, as well as outside individuals, on any given day, a pleasant demeanor is a must. Managing employees is a major job, so those in Human Resources must be equal to the task. Ten or twenty years ago, Human Resources personnel were rarely seen. Instead they worked behind the scenes to ensure personnel records were in order and employee benefits were being properly administered, but the job stopped there. Todays Human Resources personnel dont only handle small administrative tasks. They are responsible for staffing major corporations. This is no minor feat. Its not enough to be able to screen potential employees, however. Those who work in Human Resources also have to be able to handle a crisis in a smooth, discreet manner. Whether the issue is health care related or regarding sexual harassment or employee disputes, a person working in Human Resources must be trusted to keep an employees personal details to herself. The Human Resource team must also be a good judge of morale and realize when morale-boosting incentives are needed. Its up to them to make sure all employees are comfortable with their surroundings and working under acceptable, if not above average, conditions. For those looking to enter a career in Human Resources, a college education is necessary. One doesnt necessarily have to have a degree in Human Resources, however. Majoring in Business Administration, Psychology, Labor Relations and Personnel Administration, as well as degrees in Social and Behavioral Sciences, can also be beneficial.

Human Resources may have gotten a bum rap, but its clearly among the most important departments in any corporation. The next time you have to meet with someone from Human Resources, remember that without her, your company might not be running so efficiently.

1.3 Definition

of Human Resource management?

The pattern of planned human resource activities intended to enable an organization to achieve its goals Wright and McMahan 1992. A human resource system that is tailored to the demands of the business strategy Miles and Snow 1984. Human resource management is the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns. A set of activities directed at an organizations resources with the aim of achieving organizational goals in efficient and effective manner.

Management is the application of planning, organizing, staffing, directing, and controlling functions in the most efficient manner possible to accomplish objectives.

1.4 Importance of HRM

Federal and state laws have placed many new requirements concerning hiring and employment practices on employers. Jobs have also changed. They have become more technical and require employees with greater skills. Furthermore, job boundaries are becoming blurred. In the past, a worker performed a job in a specific department; working on particular job tasks with others who did similar jobs. Todays workers are just as likely, however, to find they working on project teams with various people from across the organization. Others may do the majority of their work at home and rarely see any of their coworkers. And, of course, global competition has increased the importance of organizations improving the productivity of their work force. This has resulted in the need for HRM specialists trained in psychology, sociology, organization and work design, and law. Federal legislation requires organizations to hire the best-qualified candidate without regard to race, religion, color, sex, disability, or national originand someone has to ensure that this is done. Employees need to be trained to function effectively within the organizationand again, someone has to oversee this. Furthermore, once hired and trained, the organization has to provide for the continuing personal development of each employee. Practices are needed to ensure that these employees maintain their productive affiliation with the organization. The work environment must be structured to induce workers to say with the organization, while simultaneously

attracting new applicants. Of course, the someones we refer to, those responsible for carrying out these activities, are human resource professionals. Today, professionals in the human resources area are

important elements in the success of any organization. Their jobs require a new level of sophistication that is unprecedented in human resource management. Not surprisingly, their status in the organization has also been elevated. Even the name has changed. Although the terms personal and human resource management are frequently used interchangeably, it is important to note that the two connote quite different aspects. Once a single individual heading the personnel function, today the human resource department head may be a vice president sitting on executive boards, and participating in the development of the overall organizational strategy.

1.5 The globalization of human resources

'Transnational' companies are relatively free to switch resources and production from one country to another. Typically this is done in order to maximize the benefit (to the corporation) of greater skills availability and lower employee costs. The International Labor Organization has concluded that globalization intensified in the latter years of the 20th Century especially in terms of trade, investment, financial liberalization and technological change but also states that:

"The benefits of globalization have been very unevenly distributed both between and within nations. At the same time a host of social problems have emerged or intensified, creating increased hardship, insecurity, and anxiety for many across the world, fuelling a strong backlash. As a result, the present form of globalization is facing a crisis of legitimacy resulting from the erosion of popular support."

Some of the main factors which have been identified as being at the root of the problems and widespread public disquiet are: Reduction in job security because work (and therefore jobs) can be moved from one country to another. Undercutting of one country's wages by another, leading to erosion of wage rates.

Exceeding generally accepted working hours and exposure to health and safety risks to cut costs.

Decent Work and Poverty Reduction in the Global Economy

Paper submitted by the International Labor Office to the Second Session of the Preparatory Committee for the Special Session of the General Assembly on the Implementation of the Outcome of the World Summit for Social Development and Further Initiatives, April 2000

1.5.2 The developing world

Developing countries are gradually being brought into the global industrial economy. (...) Private capital is being moved around the world in search of profit from flexible and open economies. Complex factors attract this capital: it is not simply a case of the cheapest employees.

These pages on BestBooks.biz introduce Employment Relations in the Asia Pacific which analyses work and employment relations in seven countries
in different stages of development: Australia; Indonesia; Japan; New Zealand; the People's Republic of China (PRC); South Korea; and Taiwan.

1.5.3 Developing Human Capital

European initiatives Within Europe, the EU has created a new dimension for people management. It has undertaken a number of initiatives, which are aimed at improving economic conditions in less privileged regions. Investigate the European Commission: main information site for the European
Union

Human capital
Personal and national success is increasingly correlated with the possession of skills. Skilled individuals can command a premium salary in periods of high economic activity. Worldwide, unemployment levels remain high, while organizations have difficulty filling vacancies, which require specific expertise. A shortage of skilled people can act as a limiting factor on individual organizations and the economy as a whole. It is in the interest of any country to maximize its human resources by investing in the skills of its workforce, its human capital. The concept encompasses investment in the skills of the labor force, including education and vocational training to develop specific skills. Human capital is one component of a country's overall competitiveness. The most successful developing countries, for example, Singapore and Malaysia, are investing heavily in the education and technical skills of their population.

Profile of BRAC
2.1 Vision
A just enlightened, healthy and democratic Bangladesh free from hunger, Poverty, environmental degradation and all forms of exploitation based on age, sex, religion and ethnicity.

2.2 Mission statement

BRAC works with people whose lives are dominated by extreme poverty, illiteracy, dieses and other handicaps. With multifaceted development interventions, BRAC strives to bring about positive changes in the quality of life of the poor people of Bangladesh. BRAC firmly believes and is actively involved in promoting human rights, dignity and gender equity through poor peoples social, economic, political and human capacity building. Although the emphasis of BRAC`s work is at the individual level, sustaining the work of the organization depends on the an environment that permits the poor to break out of the cycle of poverty and Hopelessness. To this end BRAC endeavors to bring about changes at the level of national and global policy on poverty reduction and social progress. BRAC is committed to making its programs socially, financially and environmentally sustainable, using new methods and improved technologies. As a part of its support to the program participants and its financial

sustainability, BRAC is also involved in various incomes generating enterprise.

2.3 Objective of BRAC

Poverty reduction programs undertaken so far have bypassed many of the poorest. In this context one of BRAC`s main focuses is the ultra poor. Given that development is a complex process requiring a strong dedication tp learning, sharing of knowledge and being responsive to the needs of the poor, BRAC places a strong emphasis on their organizational development, simultaneously engaging itself in the process of capacity building on a national scale to accelerate societal emancipation. The fulfillment of the BRAC`s mission requires the contribution of competent professional committed to the goals and values of BARC, BRAC therefore, foster the development of the human potential of the members of the organization and those they serve.

In order to achieve its goal, wherever necessary BRAC welcomes partnership with the community, like-minded organizations, governmental institutions, the private sector and development partners both at home and abroad

2.4 About the company

BRAC, a national, private organization, started as an almost entirely donor funded, small-scale relief and rehabilitation project initiated by Fazle Hasan abed to help the country overcome the devastation and trauma of the liberation war and focused on resetting refugees returning from India. Today, BRAC has emerged as an independent, virtually self-financed paradigm in sustainable human development. It on of the largest southern development organizations employing 97, 192 people, with 61% woman, and working with the twin objectives of poverty alleviation and empowerment of the poor.

2.5 BRAC profile at glance

2.5.1 Program Coverage

Districts Upazila/ Thana Villages Urban Slums Population covered

64 480 68480 4378 100 Million

2.5.2 Development programs

Village Organizations Membership- Total -Female -Male Loan disbursement- Year 2004 Loan outstanding Repayment Rate Members Savings Currently Enrolled in BRAC school Graduate (Till to date) Legal literacy Courses held - Learners Completed

142117 4858763 4727286 131477 Tk.25902 Million Tk.14630 Million 98.74% Tk.7657 Million 1.50 Million 2.8 Million 106241 2473361

Population Coverage of health program -Essential health cares -Tuberculosis control program -National nutrition program 31 Million 82 Million 13 Million

2.5.3 Commercial Enterprises

Aarong shops Printing press Dairy and Food project 8 1 1

2.5.4 Job Creation

Poultry Livestock Agriculture Social Forestry Fisheries Sericulture Horticulture Handicraft Producers Small Enterprises Small Traders Total 1698165 470778 847574 75050 277230 19060 179031 15223 136159 2635212 6353482

2.5.5 Human Resources

Staff School teachers Community health volunteers Community health workers Poultry workers Community Nutrition workers Nutrition woman members 32652 65412 29736 2284 50805 11988 119658

2.5.6 Program Infrastructure

Regional Offices Area Offices Team Offices Training center Health center 137 498 1172 19 48 51 31619 16019 878 8811 285 1

Diagnostic Laboratories School BRAC Primary -Pre primary Gono kendra (Union Libraries) Kishori Kendra Handicraft production center Limb and brace center

2.5.7 Annual Expenditure Year Amount Donor Contribution (%)

1998

Tk. 6283 Million US $ 130 Million

32%

1999

Tk. 7708 Million US $ 148 Million

30%

2000

Tk. 8024 Million US $ 152 Million

21%

2001

Tk. 8135 Million US $ 153 Million

21%

2002

Tk. 9258 Million US $ 161 Million

20%

2003

Tk. 11471 Million US $ 196 Million

20%

2004

Tk. 14487 Million US $ 245 Million

23%

2.5.8 Program support enterprises Name (Annual) No. Capacity

Poultry firms & Hatcheries

13.5 million Chicks

Feed mills Prawn hatcheries Fish Hatcheries Seed processing centers Seed production farms Sericulture -Silk Reeling centers -Grain ages Nurseries Bull station Iodized salt Industry

3 8 4 2 23

40000 MT 15 Million post larvae 5000 Kg fish spawn 3500 MT 5200 MT

3 12 24 1 1

15 MT 2.0 Million dft 21.5 Million saplings 125000 doses 80000 MT

2.5.9 Related companies/ Institution

BRAC Industries Ltd. BRAC BDMail Network Ltd. BRAC Services Ltd. Delta BRAC Housing finance corporation BRAC University

Cold storage Internet Service Provider Hospitality Land and Housing Tertiary Education

BRAC Bank

small & medium Finance & Banking

BRAC Tea companies Documental TM Ltd.

Tea plantation & production Software

2.5.10 BRAC Afghanistan

Working Areas

94 District Offices under 17 Provinces

Community school and studies Accelerated learning project (ALP) Fixed health clinics Village organizations members Loan Disbursement National solidarity program Agriculture Training & Resource center

83 with 2753 Student 73000 students 23 3689 with 72804

US $ 7485904 20 districts 19 districts 2 in Kabul

Objective of the study

Our objective of the study is to know about the organization and its present activities. Through the study we will try to learn about organizations policy, procedures, objective, strategic, objectives for its competitive advantage. Beside this we will know how the organization structure is formed. As we have offered strategic management course theoretically but this requires practical knowledge that is being exercise or followed by emerging industry. Through the evaluation of organizations internal and external consequences we will how a organization critically performs its functions to its service receiver. We will learn how executives plan while making strategic decisions

how departmental activities are performed with trust and mutuality and consistency.

To find out the different strategy on HRM. To evaluate the implementation process of the strategic HRM. To evaluate the over all working environment of BRAC. To have an idea the implementation Technique of HRM function. To Evaluate the HRM practice procedure of BRAC. To have a practical exposure.

Methodology of the study

4.1 Methods of data

collection

To satisfy our objectives requires information from some sources. To the best of our capability we collect data through personal conversation with executives, stuffs, besides this inquires into different type of magazines, published books. Further more to know more about we have collected information from the out put users.

Primary data collection Secondary data collection

Primary data collection: Primary data have been collected through interviews with concerned authority pf the selected organization. Some data also have been collected through observations.

Secondary data collection: Secondary data are very much available in these regard brochures, catalogs, officials records of designated

organization and other ISPs information as secondary data in this study.

Limitations of the study

This project did not cover all the function of Human resources that followed in BRAC. The report relied heavily on the personal judgment and observation. This report is limited to Dhaka corporate office only.

Salary Administration is the most sensitive part of an organization so that this issue was not covered in this report.

Literature review
6.1 What is Management?

A set of activities directed at an organizations resources with the aim of achieving organizational goals in efficient and effective manner.

Management is the application of planning, organizing, staffing, directing, and controlling functions in the most efficient manner possible to accomplish objectives.

6.2 What is Manager?

Manager is this person whose primary responsibility is to carry out the management process.

HRM definition

Human Resources Management (HRM) is the part of the organization that is concerned with the people dimension. HRM can be viewed in one of two ways.

***First, HRM is a staff, or support, function in the organization. Its role is to provide assistance in HRM matters to line employees, or those directly involved in producing the organizations good and services. ***Second, HRM is a function of every managers job. Whether or not one works in a formal HRM department, the fact remains that to effectively manager employees requires all managers to handle the activities.

HRM involves all management decision and practices that directly or influence the people, or human resources (HR), who work for the organization. In recent years increased attention has been devoted to how organizations manager human resources (HR). This increased attention comes from the realization that an organizations employee enable an organization to achieve its goals, and the management of these human resources (HR) is critical to an organizations success.

HRM is the policies and practices involved in carrying out the people or HR aspects of a management position, including recruiting, screening, training, rewarding and appraising.

HRM is the set of organizational activities directed attracting, developing, and maintaining an effective workforce. HRM takes place within a complex and ever-changing environmental context.

HRM is concerned with attracting, developing, and maintaining the HR an organization needs.

6.5 Human Resources (HR) Movement

HR is the scientific management movement heavily emphasized the technical, aspects of work design; the human relation movements emphasize the importance of the human element in job design.

Recruitment and selection

Conditions of Employment
Classification of staff:

There are five types of BRAC staff. That areas-

Regular Staff Project Staff Service Staff Contract Staff Part Time Staff

Regular Staff

There are levels of Employee. The staff will work one year as a trainee before being permanent. After being permanent the staff may be come under the shade of provident fund.

Project Staff

During a running project; the staff is appointed on the basis of project duration. Posting from the appointed project is not possible. Project staff will get benefit and opportunity on the basis of rules and regulation of the project and terms and condition of appointment letter.

Service Staff

Service Staffs are graded staff. Period of probation is not applicable for the service staff. Service staff can be the member of provident fund after they join in the job.

Contract Staff

The duration of employment depends on the contracted time -limit. Job benefit and opportunity will determine by contract. The time-lime of contract can be renovated. Period of probation is not applicable for the contract staff. Contract staff will not get the benefit of provident fund, gratuity for service and festival allowance. Contract staff will enjoy vacation as like as regular staff.

Part Time Staff

Part time staff is appointed on the basis of hour or day. Other job benefit is not applicable except daily allowance. The time limit of job will not more than eleven month.

Staff Recruitment Process

BRAC will follow the following procedure for staff recruitment process: Staff will appointed as per authority catalogue. It should authorize by executive director to appointed staff in head office. To meet urgent need Chairman or Executive can directly recruit staff. At the start of each year; head of every department send their needs of employee to the human resources division. It has a chance to examine the staff demand after every three month. Human resources division will make its annual staff recruit plan on the basis of staff division. Staff should recruit through advertise in newspaper or other media. The application for job should in specific form. The interview card will send before 15 days of recruitment examination through mail or courier service. If needed then recruitment examination will be written, viva and ----The human resources division must authorize the final result.

Rules of Recruitment

BRAC will follow the following rules for staff recruitment process:

Any BRAC staff cannot directly apply for new post or employment. But with recommendation of coordinator and approval of head, he/she can apply. If the staff becomes selected for the new post then as the rules of BRAC he/She has to resign from his/her previous job. 7th or more than 7th level employees minimum educational quality will be masters. But Doctor, Engineer etc skill centered post will consider the minimum educational quality as bachelor. Any fired staff of BRAC cannot apply in BRAC. If the age of applicant is above 50 years then he/she will appoint as contract staff. The highest level of car driver is 6 th and office assistant 3rd and highest grades of security guards are 3.

Staff Recruitment Board:

The representative authorized by the human resource division and nominated by the program will take the viva of the applicants.

To ensure the quality and subject oriented staff recruitment, the orientation of board member may be held if it is necessary. If any relative applicant applies then it should avoid from being the board member. At least one member of board should come from the human resource division.

Deployment of New Staff:

Regular staffs have to agree to work any place where BRAC operate their program in Bangladesh or aboard. Male staff may be posted in any district except his own.

Joining of New Staff:

The staff will join on his/her specific joining date specified by the BRAC. In case of head office or field office, each staff should have joined his/her work before 9.00 am. Staff can join on his work within seven days of his/her joining date and local authority can accept the joining report. After seven days it is not possible to join without the permission of human resource division. The new staff will submit the following papers or documents when he/she joins:

Interview Card

Bond of Security Identity (Certificate issued by Chairman) Blood test report Deployment report issued by Turk

Full Time Service

The service of BRAC staff is full time service that so no staff can do any part time job during he is on service in BRAC. The staff cannot join any post of other corporation, which gives him salary without the permission of executive director.

Time Table of work

The working day of BRAC head office is Sunday to Thursday. The Saturday and Friday are the weekend holiday. But in some case authority can change the working day or time.

The office time of BRAC head office is 8.30 am to 5.15 pm. It includes 30minute lunch break.

For the field worker, working day will be Saturday to Thursday. Friday will be the weekend holiday. The daily office time is 7.00 am to 5.00 pm. It includes lunch break of 1.00 pm to 3.00 pm. Only those staff who will do the

field work can get this opportunity. Those worker who will do the desk work will get 1 hour lunch break. Notable that, in both case breasts feeding mother will get 30 minute extra time. On the menace period female worker have to do deskwork at least two day. Authority can change or reschedule the timetable if necessity arises. Authority can open office on holiday to face the natural disaster.

Record of Attendance

All staff should have to sign in the attendance register/punch identity card in attendance time clock kept in workplace to record his attendance. Every field worker has to sign in the attendance register before going to the fieldwork. Every staff should attend in office timely. If any staff attends after 15 minute of scheduled time then he/she will consider as late--------. If any staff comes lately 3 times in a month then it will consider as his 1-day casual leave. If any staff comes lately 7times in a month then the coordinator of the staff will give him a warning notice. One copy of that warning notice will send in human resource division. If any worker gets continuous 3 warning notice then the staff may be fired. If any field worker is on leave then it should have a clear description of his leave and types of leave in the register book.

Period of Probation

All the regular staff will work one year as a trainee before his/her job confirmation. The period of probation of any staff cannot extend. Period of probation is not applicable for service staff and contract staff.

Confirmation of Service:

If regular staff passes his/her period of probation in satisfactory level then his/her service will confirm after one year. In field workshop the area manager or second coordinator will approve the confirmation of same areas staff. The staff will get an increment during the confirmation of service. This increment is not applicable when the grade of staff is up grading on next grade. If a staff join within 1st half of a month then he/she will confirmed on that month but if he/she join 2nd half of the month then he/she will confirmed on next month. The evaluation form of staffs skill will have to send in human resource department before 1 month to confirm his/her service. The approval of confirmation will follow the authorized catalogue. If any worker becomes unfit for confirmation then he/she will release during his period of probation.

Selection of Manager

Head of the program will make a Manager Selection Committee with the representative of human resource division. Manager Selection Committee will make the criteria of manager selection. Related program officer will make a list of candidates on the basis of criteria and will send the list to the human resource division. Manager Selection Committee will finish the selection process through examination of the listed candidates.

BRAC

closings

could

hurt

recruiting

After weighing the initial impact of the Defense Departments base realignment and closure (BRAC) recommendations over the weekend, several members of the independent BRAC Commission yesterday urged the Pentagon to release quickly the certified data and justification sheets that influenced the decisions. That information is key in filling some major gaps in the commissions ability to assess the Defense Departments recommendations, several members indicated during a presentation methodology. of the Pentagons BRAC recommendations and

According to Michael Wynne, the undersecretary of defense for acquisition, technology and logistics, the certified data should be released to the commission by the end of this week. Also present at the hearing were Defense Secretary Donald Rumsfeld; Gen. Richard Myers, the Chairman of

the Joint Chiefs of Staff; and Phillip Grone, the deputy undersecretary of defense for installations and environment. Several members of the commission have been vocal about the potentially adverse effect the Pentagons BRAC decision will have on National Guard and Reserve recruitment and retention. The Defense Department decided to close hundreds of National Guard and Reserve facilities to consolidate facilities into 125 armed forces reserve centers, slated for both Guard and Reserve members.

When I look at the Guard and Reserve units you are going to have a serious enlistment problem, said James Bilbray, one of the

commissioners. The consolidation would make it even harder for the National Guard and Reserve to retain their forces if members have to travel more than 50 miles to report to their bases. The Guard and Reserve already are under high operational stress. For example, the Hulman Regional Airport Air Guard Station in Indiana, slated for realignment, will lose all of its air assets, said retired Air National Guard Brig. Gen. Steven Koper, who is with the National Guard Association in Washington. Some of the airplanes will go to Fort Wayne, Ind., some 210 miles away, he said. One justification for the move was the proximity to Fort Wayne, but a 210-mile commute will weigh heavily in members of the Guards decisions to reenlist, Koper said. Leaving the Hulman base only with support units but no aircraft to support is also going to play a role into members considerations, he said. The Defense Department skewed the findings against the Air National Guard, Koper added. The consolidation of the Guard and Reserve units was meant to bring the units to the right size, Myers explained. Right now, in the Air National Guard, for example, there

are only small pockets, with small force numbers, which makes it unwieldy when trying to access these disparate units for missions, he said during the commissions hearing yesterday. The Defense Department is trying to bring those units to the right size so as not to have to go to five or six units to find enough aircraft to satisfy a mission. Commissioner Phillip Coyle, meanwhile, expressed concern that the Pentagons BRAC recommendations only account for 15,000 service members out of the approximately 70,000 that are supposed to return to the United States from overseas bases. The commission has to deal with 55,000 unaccounted for and an additional troop increase in the Army, Coyle said.

It is important to get that data and justification sheets, said commissioner Harold Gehman, a retired Navy admiral. The commission was asking its questions without a deck of cards, he said at the hearing. We are scratching our heads over some issues, he added. The chairman of the commission, Anthony Principi, questioned whether the Defense

Department synchronized its decisions with the ongoing quadrennial defense review, the overseas basing commissions report and several studies, including an air mobility study. Is BRAC the cart before the horse? he asked. Rumsfeld, however, assured Principi that the decisions were informed by previous BRAC rounds, previous quadrennial review and information from the ongoing quadrennial review. If the stops to take all studies into consideration, nothing will ever happen, Rumsfeld said.

Training and Development

Pre-Service Training

After primary selection of staff; all selected staffs have to attain in a preservice training for their final selection. Ninety percent of the participant will finally select considering their skill. Those who are failed to final select will get TK. 50 per day as an allowance for their participation.

Performance Appraisal System

1. Performance approval is a continuous process. But the performance of all staffs will evaluate one time formally in a year. 2. Up to the 5th level employee the performance approval period will be the month October to September (1 year) and for 6 th and above levels staff the performance approval period will be the month April to March (1 year). 3. The head of related program will fill up the evolution form of up to 5 th level employee and send within 30th September and evaluation form of 6th to above all levels employee will send within 31 March. 4. Before starting the approval system coordinators will follow the staffs evaluation guidance. 5. Nearest coordinator should have to ensure the collection of evaluation form.

6. On the basis of evaluation form the human resource division will finish the approval system on the month of November and May.
7.

The evaluation form fills up by the authorization will kept in the personal file of staff for further decision.

Training and Higher Study

1.

If any staff wants to part time or full time higher study or train in country or aboard then he/she has to fill up an application form and send it to the human resource department with the recommendation of program manager. Human resource department will approve the proposal from executive Director with the recommendation of director, human resource department.

2.

If any staff wants to join in international workshop, seminar or meeting then he/she has to fill up an international traveling authorization form and send it to the human resource department with the recommendation of program manager. Human resource department will approve the proposal from executive Director.

3.

Only those regular staff whose services are confirmed and pass two years in BRAC can be nominated for training and higher study.

4.

If BRAC arrange training and higher study then the staff will get leave with salary. The condition of this type of leave are following:

a. The leave period will count at the start of journey to re-join on BRAC. b. If BRAC bears the cost of higher study or training then the staff should have to sign in a contract paper. c. If any staff resigned from his/her job before contractual period then he/she has to pay the amount on the basis of contract. d. The staff cannot get the opportunity of any other leave when he/she is consuming the training or higher study leave. e. The staff will get the festival allowance when he/she is consuming the training or higher study leave. 5. For nomination of national or international travel, training or higher study, the staff have to send related papers such as invitation card, sponsorship, photocopy of ticket etc to the human resource department.

6. The staff himself/herself will do every thing related his/her ticket.

7. If the staff failed to submit the cost (financial statement) of his/her

training or higher study to the human resource division then human

resource department will make the contract paper for at least two years.

Major findings of the study:

1. The organization has a human resource management. 2. The organization has a prescribed salary structure. 3. The organization has provided provident fund & gratuity facilities. 4. The accounts department has professional accountant. 5. The training department has needs more trainers. 6. They have to recruit technologically sound people for their future project. 7. The organization has to motivate the different personnel & provide different facilities to get best effort from them. 8. Technical support department must be more conscious about customer care.

Recommendation

Considering the above findings Organizations need to consider their expense on the strategic direction. Company has to understand competitors strategic moves. As its activities scattered every neck of the world in Bangladesh. They need to improve their medicine standards and to provide better service to the consumer. They have to take consumer claim fairly solve them in efficient way. Company has to give efforts on the international expansion in order to subsidies risk. Company need to train to there sells representatives for the execution of their product. Some recommendations are mentioned below for improving the

organization. 1. More training must be provided for employees to do so collaboration with other organization. 2. Must be careful continuous running of the total system, if any problem occurs the organization must have the back up support. 3. The organization has to provide the provision of life insurance for the employees. 4. The organization must have a human resource department as its public limited company. 5. The organization must try to get the comparative advantage.

Conclusion

With a view to analyzing the status of BRAC applied in indeed very much consistent and relevant to develop the rural areas. Human resource management is the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns. Its true that any individual who works in Human Resources must be a people person. Since anyone in this department deals with a number of employees, as well as outside individuals, on any given day, a pleasant demeanor is a must.

In the light of above information we find that This Organization has excellent competitive advantage than its measure competitors. It is also positive considerable performance of the organization merging

internationally. Besides this Organization is giving efforts to introduce different types of problem. On the other hand to make Organiza tions business position strong. Human resources management is very much important for every business organization. Human Resources may be the most misunderstood of all corporate departments, but its also the most necessary. Those who work in Human Resources are not only responsible for hiring and firing; they also handle contacting job references and administering employee benefits. Actually these departments do that work. This department of the organization works with the employee and the staff and worker. This department deals with their job planning and design,

recruitment, selection, measure their job performance and target their compensation.

Appendix Job analysis

1. 2. 3. 4. 5. 6. 7. 8. 9.

Do you have the practice of job analysis? Do you follow any specific steps of job analysis? What are your methods of collecting job analysis information? How it used this organization? Does the responsibility specified regarding the job? How you conduct the Job analysis? What type of method they are following to conduct job analysis? Do you perform smellier activities in same position? Do you provide training to the employees before starting new job?

HR planning & recruiting

1. What do you mean by HR planning? 2. Do you have the practice of HR planning in your Organization? 3. How you recruit people? External sources (Outside) Internal sources

Employee testing & Selection

1. What type of test you are conducting to select new candidates?

2. What type of recruitments you are generally given when you want to recruit new people? 3. There are different types of test to evaluate a new employee. So what type test you prefer most?

Training & development

1. What type of training you are providing to your new employees? 2. Do you provide on the job training or off the job training? 3. Mention some specific name of training program provided by you to your employees? 4. How you can measure the development of your employees?

Bibliography
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www.gms.state.ga.us/ agencyservices/wfplanning/pdf/wfpguidelines2.pdf. January 2002. State of Washington. Workforce Planning Guide: Right People, Right Jobs, Right Time. Olympia, Washington, 2000. U.S. Department of Agriculture. AMS Workforce Plan FY 1999-2000. Washington, D.C., 1999. U.S. Department of Health and Human Services. Building Successful Organizations: Workforce Planning in HHS. Washington, D.C., 1999.

U.S. Department of the Interior. Right People, Right Place, Right Time: A Guide to Workforce Planning in the U.S. Department of Interior . Washington, D.C., 2001. U. S. Department of Transportation. Workforce Planning Guide.

Washington, D.C., 1999. U. S. General Accounting Office. Self-Assessment Checklist for Agency Leaders. Washington, D.C., 1999. U.S. Office of Personnel Management. "Federal Workforce Planning Model," Federal Government Workforce Planning, n.d., (December 2001). Walters, Jonathan. "The Employee Exodus." Governing Magazine, March 2000, p. 37