Human Resource management has several sections to explore. In this Human Resource Management Course (BUS-601), we have been given the topic based on Human Resource Management Practices in Bangladesh: A Comparative Case Study based on public and private dairy firm in Bangladesh. To conduct the project, we have selected three dairy farms. Among one is state owned named as Milk Vita. Others are private dairy farms named as Aarong dairy farm and Aftab dairy farm. We focused to reveal the Human Resource practices in respective farms. Effectiveness and efficiency of Human Resource system is also pointed out in this paper.
Providing the introduction regarding to dairy farms, we started our project. Then we showed the present scenarios of dairy production all over the Bangladesh. After that, limelight is given on the Human resource practices in Bangladesh. It includes recruitment and selection (R&S), training, promotion, employee compensation, performance appraisal, transfer and posting, grievances, diversity management, employee testing & selection, establishing strategic pay plans etc. We introduced the dairy farms giving the very basic introduction about them.
We also plotted the difference between the practice of Human resource system in Bangladeshi dairy farms and those existing outside. For Bangladeshi dairy farms, we have developed a research based questionnaire which contains some questions about the qualification, educations, skills of the employees etc. Taking the help from internet we plotted the present status of Human Resource practices in the dairy farms outside Bangladesh. We also took interview of officer level personnel working inside the dairy farm. Over phone we took interview of private dairy farms personnel. We developed a questionnaire which was objective type.
It focuses the employee status of the respective farms. These include salary and motivation factors, training and developments, employee commitment, and employee satisfaction etc. Surprisingly, we found that most of private dairy farms HR department is busy in providing only recruitment and selection service. The state owned dairy farm Milk Vita does not have any Human Resource department. Their selection procedure is done by the higher officials of the organization. The worker level recruitment is done here mostly by references without any formal and structured interview.
Our findings found that recruitment in state-owned Milk Vita does not have transparency at all. The turnover rate of officer level is almost zero because of having very relaxed and securitized job. Finally, we have proposed a Human Resource model for the concerned dairy farms. Over there, we put highlight on unbiasedness, responsiveness, activeness and monitoring. We encouraged them to develop a Strategic Human Resource Management (SHRM) to meet the existing problems sharply. We also provided them the HR paradigm in order to attain the organizational goal in a more responsive way. Introduction
Dairying is nearly always a part of mixed farming systems in Bangladesh. It has a direct impact on income generation, poverty alleviation and availability of animal protein. Quantification of the contribution of livestock, including poultry, shows that dairying is the predominant source of income generation. (Miyan 1996) Bangladesh currently has a high demand for fresh dairy products but imports about 40 percent of the milk it consumes. This presents an opportunity for dairy farmers to expand their businesses and supply milk within their own country. The growth of dairy firm was witnessed from time to time.
In rural Bangladesh, both men and women are largely contributing to agricultural and economic productivity through dairy firm. Specially, the involvement of rural women in dairy firms is highly appreciating. Milk provided by dairy firms is wide acceptable all over the country. The major constraints to dairy cattle production are the shortages of quality feeds and fodder, the breeds of cattle, poor management practices, and limited access to veterinary care and disorganized marketing systems. In addition, there is a lack of institutional support, research and training, which would be beneficial to the farming environment.
Proper implementation of Human resource management can solve this purpose to some extent. (M. Saadullah) Several private dairy firms have been developed in order to meet the demand of dairy related facts. But the government of Bangladesh owns only one dairy firm. It is Milk Vita. This dairy farm is serving on a large scale throughout the country. Lack of prudent strategies and policies put the government owned Milk-vita into a troublesome position. But, still a large percentage of consumers rely on this institution highly. This is because of their variation of products and keeping the low price compare to the market.
Human resource management (HRM) refers to the policies and practices involved in carrying out the Human resource (HR). Human resource management is a package including human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development, and labor relations (Dessler, 2007). HRM is also composed of the policies, practices, and systems that influence employees’ behavior, attitude, and performance (Noe, Hollenbeck, Gerhart, and Wright, 2007).
In Bangladesh HR planning is developing gradually. HR planning addresses the critical issues and develops the way to implement policies, practices and processes. HR strategies basically define what an organisation wants to do. HR Strategies clarify the needs of stakeholders. These also ensure the mission & vision of concerned company. Human resource planning forms the most important component of modern organizations. The success of an organization depends highly, on having right persons in right positions.
That’s why human resource management at not only Bangladesh but also all over the world has acquired significance in current organizations. Theoretically and practically it is now implementing in Bangladesh. Theorists and practitioners attach a considerable importance on the need for ensuring an efficient and effective use of proper Human Resources Planning. In Bangladeshi aspects HRM planning show the logical relationships between various elements of human resource management and underscore the importance of integrating them with the overall framework of the organization.
However, in Bangladesh, human resource study focuses more on changing position of the subsidiaries and their relationship with changes in HRM practices. Further, though multinationals are focusing on developing and emerging economies, research on HR practices of those countries still appeared to very little. But findings from their study could be used by academicians and HRM practitioners of Bangladesh to initiate further research and policy initiative. (Monowar Mahmood) HRM planning in Bangladesh as for in general sense providing a common HR planning some elective techniques, as like following- (Billah, 2009) Recruitment and Selection (R&S), Training, Promotion, Employee compensation, Performance appraisal, Transfer and Posting, Grievances, Diversity Management, Employee testing & selection, Establishing strategic Pay Plans etc. In Bangladesh, strategic human resource management (SHRM) practices and cultures have generally adopted on the one hand. The assumption is that organizations develop a culture of their own that is distinct from the national and industry contexts in which the organization is embedded.
Thus the potential impact of external environmental factors on organizational culture is ignored. On the other hand, some researchers and scholars have questioned the validity and reliability of national culture-SHRM practices research. (Peter K’Obonyo) Overall, Human Resource practice in Bangladesh is surely better than the past. In the past, Human Resource role was concentrated in hiring & firing in Bangladeshi organizations. Recently it has initiated to perform more than that.
So, situation has been changed. Specific sections of human resource e. g. mployee motivation, employee development, employee retention, facilitating organizational development initiatives etc. are being focused now. Therefore Human Resource is contributing to the achievement of organizational goals in Bangladesh. This practice is considering as a value added services in a country like Bangladesh. Now, almost every organization in Bangladesh introduced Human Resource department for a brighter future and welfare of the organization. Bangladeshi national and corporate culture, society and values of people Bangladeshi national culture
Bangladesh is the most densely populated nation in the world. With approximately 15. 5 million inhabitants living in an area of 55,813 square miles, there are about 2,640 persons per square mile. The majority of the population (98 percent) is Bengali, with 2 percent belonging to tribal or other non-Bengali groups. Approximately 83 percent of the population is Muslim, 16 percent is Hindu, and 1 percent is Buddhist, Christian, or other. Annual population growth rate is at about 2 percent which is pretty high.