TITLE OF THE PROPOSED STUDY

Future Challenges for the HR Managers in Bangladesh-Too Costly to Lag behind

PREAMBLE

Globally, HRM has already broadened its horizons far beyond the purely administrative
functions it started out with. But in Bangladesh, the field has not flourished to the satisfactory
level and HR managers here are more involved in the administrative functions rather than
playing a more strategic role within the company it serves to cope in the age of globalization.

OBJECTIVE OF THE STUDY

The principle objective of the proposed study will be to evaluate the performance of the HR
managers in Bangladesh in terms of their coping capability towards facing the changing
strategic HRM needs. In line with this, following are the strategic objectives that will guide
the overall study to answer the above-mentioned unanswered queries:
 Evaluation of the institutional strength and weaknesses acting for or against the
implication of the strategic HRM needs in Bangladesh,
 Enumeration of the HR managers performance and future coping capacity to meet
the challenges ahead, and
 Identification of the missing elements for achieving the full scale employee value
proposition (EVP) in the corporate sectors.

METHODOLOGY AND DATA SOURCES

The methodology of the proposed research will comprises both of qualitative and
quantitative fronts to evaluate the performance of future coping capacities of the existing HR
managers working in the public and private agencies in Bangladesh. Quantitative evaluation
will be carried out through a set of performance indicators for evaluating the HR performance
in terms of
 Recruitment and selection,
 HR policy and its implication,
 Enrichment of employee productivity in terms of efficiency and behaviour, and
 HR attachment in achieving overall organization goal.

Representative sample will be drawn from the HR managers, line managers and staffs for
questionnaire survey. Other than this, this information base will be strengthen through
qualitative fronts like key informant interviews (KII). These two sources will act as will act as
primary source of data for the evaluation exercise. Other than this, existing employee
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database of selected organizations and different online sources like journal publication,
conference proceedings and newspaper articles will act as secondary source for conducting
the performance evaluation exercise.

SCOPE OF THE STUDY

The scope of the current research will be strictly limited for pursuing the academic research
activity and it will boiled down only to the organizations on which the group members are
currently employed. In this regard, three different types of business institutions have been
considered here for performance evaluation. Type and name of the agencies are listed
below:

Name of the Organization Type and Major Business Activity

Warid Telecom International Ltd.
Agrani Bank
Center for Environmental and Geographic
Information Services (CEGIS)
Private organization working in the
telecommunication sector
Public organization working as financial
intermediaries
Public trust under the Ministry of Water
Resources acting as research institution

The questionnaire, performance indicators and any limitation to the scope and accessibility
to the information base will be prior discussed with the course teacher for successful
conduction of the research.

REFERENCES
(i) "Chadel & Cie (2007) “Five Top Priorities for HRM in the Next Five Years” Published in
the web: http://www.chadel.ch"
(ii) Chambers, Libby et al, “The War for Talent”, The McKinsey Quarterly 1998, No. 3
(iii) Drucker, Peter F. “They’re Not Employees, They’re People”, Harvard Business Review,
February 2002
(iv) UK based web portal (www.EmployersForWork-lifeBalance.org.uk)
(v) Web portal of Dr. Sulivan: www.drjohnsullivan.com