Table of Content

Chapter 1: Introduction ………………………………………………............…...1

Chapter 2: What is human resource management? ………………...……..………2
Theoretical concepts of Human resource planning ……………………...….2
Meaning of Human resource planning ………………………………...……2
Definition of Human resource planning ……………………………...……..3
Why adopt HR policies ……………………………………..............………3
Benefits of Human resource planning …………………………………..…..4
Human Resource planning method ……………………………………..…..5
Components of Human resource planning ………………………….……....6
Human resource planning model ……………………………………..…….7
Chapter 3: Interpreting and analyzing data ………………………...………..……8
Classification of staffs in BRAC …………………………………….……..8
Staff Recruitment Process …………………………………………….……9
Rules of Recruitment ……………………………………………………….9
Training and Development ………………………………………….……..13
Chapter 4: Findings, Recommendation, conclusion …………………….………15
Major findings of the study …………………………………………..……15
Recommendations …………………………………………………………15
Conclusion ……………………………………………………………...… 16
 Chapter 1: Introduction

Human resources planning is very much important for every business organization. Now days in
international business sector it is more important. It is the era of a very competitive businesses.
So now if anyone wish to exist and run his business in this competitive business world they need
some new rules and apply some innovative idea and get delivery better items which help them to
be best in this world. Human resources planning is one type of department, which is the modern
world’s contribution. It is very important department of an organization. They play 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. People divide any
large objective or work into some planned portion of work, which helps to do the work more
effectively. They achieve and hold new invention of this world. When we hear these words of
“Human resources planning” 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 a good relation with
other organization. Which is most necessary to stay this competitive business world and to be
popular in the business society.
BRAC is more than a NGO in Bangladesh. It is the pioneer and reflection of Bangladeshi rural
heritage and tradition. BRAC, an international development organization based in Bangladesh, is
the largest non-governmental development organization in the world, in terms of number of
employees as of September 2016. Established by Sir Fazle Hasan Abed in 1972 after the
independence of Bangladesh, BRAC is present in all 64 districts of Bangladesh as well as 13
other countries in Asia, Africa, and the Americas. BRAC states that it employs over 100,000
people, roughly 70 percent of whom are women, and that it reaches more than 126 million
people with its services. This study will show the policies and practices of BRAC regarding
human resource planning because of which BRAC has established itself to be the largest NGO in
the world.

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 Chapter 2: What is human resource management?

Theoretical concepts of Human resource planning

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

Meaning of Human resource planning

Human Resource Planning is a process of deciding in advance what is to be done in future
regarding human resource of an organization. It deals with the activities and steps to be taken in
regard to demand for and supply of human resources as well as their proper utilization.
Human Resource Planning includes the determination of existing human resource needs and
finding out the ways of the human resource to be needed for the organization. That is Human
Resource Planning is a blue print of existing human resources and required number of human
resources in future.
Human resource planning is the key between a firm’s strategic plan and its overall human
resource management function. The human resource plan is a projection of how the fire plan
acquires and utilizes human resource.
Human resource planning is the sum total of the plan formulated for the recruiting, screening,
compensation, training, job designing, and work rules of an organization’s human resource. It is
a process deigned to translate the corporate plans and objective into future quantitative and
qualitative employment requirement, together with plans to fulfill that requirement.

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Definition of Human resource planning
1. Robbins (1998) defines HRP as “The process by which an organization ensures that it has the
right number and kind of people at the places, at the right time, capable of effectively and
efficiently completing these tasks that will help the organization achieve its overall objectives.”
2. According to Tripathi “Human resource planning may be defined as a strategy for the
procurement, development, allocation, and utilization of an enterprise’s human resources”.
3. In the words of Coleman Bruce, “HRP is the process of determining manpower requirements
and the means of meeting those requirements in order to carry out the integrated plan of the
organization.”
4. According to William F. Glueck, “Human resource planning is the process by which
management attempts to provide human resources to achieve organization objectives”.
It then translates the organization’s objective and plans into number of people needed to meet
those activities. Through planning management makes balance between demand for and supply
of right number and kind’s people at the right time. It is a supply and demand calculation.
Manpower is an asset; it is asset which appreciates- which grows over day by day. Machines
depreciate as time goes on.
By consulting the above definitions, we can get some elements of HRP. These elements are
listed in the following points:
1. Establishing and recognizing the future jobs requirements.
2. Identifying deficiency in terms of quantity
3. Identifying deficiency in terms of quality and specification
4. Identifying the sources of right type of man
5. Developing the available manpower and
6. Ensuring the effective utilization of work force.

Why adopt HR policies

Every organization should have human resource policies as they ensure the following positive
outcomes.
 The work involved in formulating human resource policies requires that the management
give deep thought to the basic needs of both the organization and the employees the

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 management must examine its basic convictions as well as give full consideration to the
prevailing practices in other organizations.
 Established human resource policies ensure consistent treatment of all human resource
throughout the organization. Therefore, favoritism and discrimination are minimized.
 Continuity of action issued even though top management human resource change. The
manager of a company may possess a very sound human resource management
philosophy. The tenure of office of any manger is finite. But the organization continues.
Policies promote stability.
 Sound human resource polices help resolve intrapersonal, interpersonal and inters group
conflicts.
 Human resource polices serve as a standard of performance. Actual results can be
compared with the policy to determine how well the members of the organization are
living up to the professed intentions.

Benefits of Human resource planning

If human resource manager makes a good plan all activities are expected to be performed timely
and properly and then employees may be benefited in many ways. By formulating a well-
conceived HRP, some benefits can be accrued by the organization as well as by the human
resource management. These benefits can be summarized in the following points:

 Better view of business decision: Upper management has a better view of the human
resource dimensions of business decisions.

 Minimum cost: HR costs may be lower because management can anticipate imbalances
before they become unmanageable and expensive.

 Anticipated talent: More time is available to locate talent because needs are anticipated
and identifies before the actual staffing is required.

 Management development: Proper HRP can ensure the development of managers

through proper training programs.

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  Improved utilization: HRP improve the methods of Utilization of human resource of an
organization.

 Economy in hiring: Effective HRP can set a system of hiring human resource for the
organization with minimum cost and efforts.

 Information base: HRP helps in expanding the human resource management

information base to assist other human resource activities and other organization units.

 Coordination: Coordination of different human resource management programs and

activities is possible with the help of a well-established human resource planning.

 Technological change: Rapid technological changes make human resource planning

more important as the demand for new skills is increasing.

 Reduction of wastage: Proper manpower policy will reduce wastage rate. There are two
of wastage – a. voluntary (marriage, pregnancy, immigration, early retirement) and b.
incidental (death, retirement and dismissal).

 Corporate asset: Manpower planning stresses the value of human resource as corporate
assets.

 Gradual growth: Interest in manpower planning is increasing because the size of the
organization is gradually increasing.

Human Resource planning method

There are four methods of formulating human resource planning. These methods are used to
determine the requirements of personnel. By using these methods, human resource planning unit
can formulate an effective human resource plan for the organization.
 Annual estimate of expected vacancies: By using this method requirements of human
resource for the whole year can be estimated. Thus, organization can also make necessary
arrangement for procuring suitable human resources.

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  Long range estimate of expected vacancies: This method helps the human resource
manager to make a long-range estimate of human resources for the next few years
(usually for more than 3 years).
 Man, specification requirements: By resorting the third method of human resources
planning, human resources needs can be specified for the departments. Not only that
human resource with specific qualification can also be identified by this method.
 Job requirements: Every job requires separate type of human resource for proper
functioning. This method helps HRP unit/manager in determining job requirement for the
organization.

Human resource manager will examine the organizational structure regularly to anticipate its
manpower requirements. A job analysis must be made to know the requirements of a particular
job.

Components of Human resource planning

Human resource planning has several components. Anthony and his associates have identified
three components of HRP. These components can help the human resource planner to know the
nature of economic forces available in the business and industrial area, latest position of demand
and supply of labor in the market and lastly possibility of skills change and shortage or surplus of
human resources.
1. Economic forces
2. The labor market
3. Skill change and human resources shortage
In the following paragraphs these three components are briefly discussed:
 Economic forces: National employment and economic policy planning influence human
resource planning. National economic policy planning set the stage for national policy in
training and education and level of economic activity though monetary and fiscal policy.
 The labor market: Labor market is the pool of qualified applicants from which a
company can line. The relationship between organizations goes requirements and the
available pool of skill and abilities is typically viewed by manager is as a sequential
process whereby the organization first establishes the best goes structure in terms of job

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 content and task assignments determine each goes worth in the production process and
proceed to hire develop is a resource that retch this requirement.
 Skill change and personnel shortage: Change in the labor market have led in skill
shortages as well as oversupply. When the human resources educational skill min differs
significantly from one skill required by employers, personnel shortage develops.
Employment have to be open but cannot find people with the skill needed. Many people
who want goes are not hired because they do not have skill demanded.

Human resource planning model

Human resource planning model organizations are more or less formulated up to the mark. They
do not usually follow the model of process developed in the foreign countries. Human resource
planning model can be proposed for Bangladeshi organization, which can be glanced in
following diagram:

Mission Manpower People

Policy and Organization

Follow-up
Strategy Structure

Diagram: Human resource planning

 Mission: Every organization should set it mission to improve the Human resource to
reach the mission.
 Objectives and Goal: After setting the mission objectives, goal must be established
reasonably to reach the mission.
 Strategy: Some action steps for the fulfillment should be undertaken in order to make the
organization goal oriented.
 Structure: A structure design showing the function relationship of executive and
employees in the organization should be made.
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  People: A group of people should be deployed for implementing the strategy and
achieving the goal.
 Follow Up: This is the last stage of Human resource planning system in Bangladesh. In
this stage manpower activities should be properly supervised and following up in
accordance with the mission established. This stage can further help in re-designing the
organization mission.

Chapter 3: Interpreting and analyzing data

Classification of staffs in BRAC

There are five types of BRAC staff. Those 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.

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  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.

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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 employee’s 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

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  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 30-minute 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 menstruation 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.

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  Every staff should attend in office timely. If any staff attends after 15 minute of scheduled time
then he/she will considered 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 7 times 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 1 st 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 staff’s 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.

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  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.

Training and Development

Pre-Service Training
After primary selection of staff; all selected staffs have to attain in a pre-service 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

Performance approval is a continuous process. But the performance of all staffs will evaluate one
time formally in a year.
 Up to the 5th level employee the performance approval period will be the month October to
September (1 year) and for 6th and above levels staff the performance approval period will be the
month April to March (1 year).
 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 6 th to above all levels employee will send within 31
March.
 Before starting the approval system coordinators will follow the staff’s evaluation guidance.
 Nearest coordinator should have to ensure the collection of evaluation form.
 On the basis of evaluation form the human resource division will finish the approval system on
the month of November and May.
 The evaluation form fills up by the authorization will kept in the personal file of staff for further
decision.

Training and Higher Study

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 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.
 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.
 Only those regular staff whose services are confirmed and pass two years in BRAC can be
nominated for training and higher study.
 If BRAC arrange training and higher study then the staff will get leave with salary. The condition
of this type of leave are following:
 The leave period will count at the start of journey to re-join on BRAC.
 If BRAC bears the cost of higher study or training then the staff should have to
sign in a contract paper.
 If any staff resigned from his/her job before contractual period then he/she has to
pay the amount on the basis of contract.
 The staff cannot get the opportunity of any other leave when he/she is consuming
the training or higher study leave.
 The staff will get the festival allowance when he/she is consuming the training or
higher study leave.
 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.
 The staff himself/herself will do everything related his/her ticket.
 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.

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 Chapter 4: Findings, Recommendation, conclusion

Major findings of the study

 BRAC has a global human resource management.
 BRAC has a prescribed salary structure.
 The organization has provided provident fund & gratuity facilities.
 The accounts department has professional accountant.
 The training department has needs of more trainers.
 They have to recruit technologically sound people for their future project.
 BRAC have to motivate the different personnel & provide different facilities to get best effort
from them.
 Technical support department must be more conscious about customer care.
 BRAC has human resource inventory system.
 The organization still practicing performance appraisal whereas they should practice performance
management.
 The organization is not focusing on talent management process.
 The organization is still not focusing on their employment branding.
 Organization is doing lot of philanthropic activities and corporate social responsibility to create
their global brand.

Recommendations
Considering the above findings BRAC needs to consider their expense on the strategic direction.
Company has to understand competitor’s strategic moves. As its activities scattered every neck
of the world in Bangladesh. They have to take consumer claim and fairly solve them in efficient
way. BRAC has to give efforts on the international expansion in order to subsidies risk. BRAC
needs to train to their representatives for the execution of their service.
Some recommendations are mentioned below for improving the organization.
 Cultural training must be provided for employees to do so collaboration with other culture.
 Must be careful continuous running of the total system, if any problem occurs the organization
must have the back up support.

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  BRAC has to provide standard compensation package to the employees compared with other
global organization.
 BRAC must have planning to retain their talent.
 BRAC must try to get the competitive advantage.
 The organization must try to practice performance management.

Conclusion
BRAC has applied many social welfare initiatives and development projects through
Bangladesh. BRAC’s contribution is indeed very much consistent and relevant to develop the
rural areas. BRAC considers their HR to be a crucial fact in obtaining their service goals. 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. It’s
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.

With a view to analyzing the status of BRAC in HRM, they have done tremendous job in
recruiting and staffing. In the light of above information, I found that BRAC has excellent
competitive advantage than its major competitors. It also has positive considerable performance
of the organization merging internationally. Besides this Organization is giving efforts to reduce
different types of problem. In spite of having some shortcomings and bureaucratic problems, in
many forms BRAC has placed itself as a standard to follow for other organizations.

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