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EXECUTIVE SUMMERY

Focus on career, not merely the job" is the mantra for successful
employers and employees. Managing Career with Bangladesh Export
Processing Zones Authority (BEPZA), which provides institutional support
to the potential business entrepreneurs, is rather interesting. There was
time when employment with a reputed government, semi-government and
autonomous institution like BEPZA actually meant life long employment.
The officials of BEPZA ascended the hierarchy with age. The terms like
career planning and career development in fact meant timely promotions.
Career progression, largely was a function of experience in a job.
Employees reciprocated the life long employment offer of organization
with total commitment for the organization. Thereafter it was simply a
matter of time, performance and politically positioning oneself to be at the
right place at right time to go up the ladder. There was hardly anything for
individuals to think beyond the job they were doing as career very nearly
meant the job.
Now managing career in an organization like BEPZA has been dramatically
changed.

Even when an individual as maintenance engineer has post

block for further promotion, he may either earn an MBA or relevant degree
from reputed educational institution for higher post in other cadre or
change his jobs with various process industries and maintenance service
providers, he is still pursuing a career in maintenance management. In
fact the career plans that an individual nurtures in BEPZA determine the
kind of jobs he takes up.

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SECTION 1
INTRODUCTION
1.1: Scope of this document
This term paper describes the Managing Careers in Bangladesh Export
Processing Zones Authority (BEPZA) and also the job description of my
position.

1.2: Objectives:
The objectives of this report are as follows:
i)

To get an idea about the career management in BEPZA.

ii)

To find out who is responsible in managing career.

iii)

To identify several suggestions that can help to manage career


more effectively.

iv)

To get idea why career development is valuable to organizations.

v)

To provide a practical example of career management.

vi)

To encourage motivation and commitment of employees, as well


as creating a learning culture at BEPZA

1.3: Methodology:
I used the following methods to get the data required to use in this report.
i)

Text book: We have collected the primary data about managing


careers from text books.

ii)

BEPZA: As being involved in the Engineering Dept. of Adamjee


EPZ, BEPZA, we received the internal data from that office.

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iii)

Online Search: We have collected more information about


managing careers in the internet.

1.4: Limitations:
We have faced some obstacle in writing this report. The main limitations of
this report are stated below:
i) Time constraint:
Due to time constraint we could not go through more books for
advance reading.
ii) Confidentiality of BEPZA:
We could not mention the internal policy of BEPZA due to
confidentiality. So, we have mentioned those data which are not so
confidential for this organization.

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SECTION 2
LITERATURE REVIEW
2.1: What is a Career?
Definition
A career is a sequence of jobs or positions occupied by an individual
during a course of time. Career is the specialization in a profession which
continues to progress in spite of changes in jobs.
Therefore career includes:

Pattern of work-related experiences that span the course of a


persons life.

Reflects any work, paid or unpaid.

Broad

definition

helpful

in

todays

work

environment

where

employees and organizations have diverse needs.


Individual versus Organizational Perspective

Organizational career planning: Developing career ladders,


tracking careers, providing opportunities for development.

Individual career development: Helping employees identify their


goals and steps to achieve them.

Career Development versus Employee Development

Career development looks at the long-term career effectiveness and


success of organizational personnel.

Employee training and development focuses on performance in the


immediate or intermediate time frames.

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Value for the Organization

Ensures needed talent will be available.

Improves the organization's ability to attract and retain talented


employees.

Ensures that minorities and women get opportunities for growth and
development.

Reduces employee frustration.

Enhances cultural diversity.

Promotes organizational goodwill.

Value for the Individual

Individuals external career success is measured by criteria such as


progression

up

the

hierarchy, type

of

occupation,

long-term

commitment, and income.

Internal career success is measured by the meaningfulness of ones


work and achievement of personal life goals.

Mentoring and Coaching

Effective coaches give guidance through direction, advice, criticism,


and suggestion in an attempt to aid the employees growth.

Mentors are typically senior-level employees who:


o support younger employees by vouching for them
o answering for them in the highest circles

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o introducing them to others


o advising and guiding them through the corporate system

Disadvantages include:
o tendencies to perpetuate current styles and practices
o reliance on the coachs ability to be a good teacher

Considerations for organizations:


o coaching between employees who do not have a reporting
relationship
o ways to effectively implement cross-gender mentoring

2.2: Traditional Career Stages

Exploration

Includes school and early work experiences, such as internships.

Involves:

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o trying out different fields


o discovering likes and dislikes
o forming attitudes toward work and social relationship patterns
Establishment

Includes:
o search for work
o getting first job
o

getting evidence of success or failure

Takes time and energy to find a niche and to make your mark.

Mid-Career

Challenged to remain productive at work.

Employee may:
o continue to grow
o

plateau (stay competent but not ambitious)

o deteriorate
Late career

Successful elder states persons can enjoy being respected for their
judgment. Good resource for teaching others.

Those who have declined may experience job insecurity.

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Plateauing is expected; life off the job increases in importance.

Decline (Late Stage)

May be most difficult for those who were most successful at earlier
stages.

Todays longer life spans and legal protections for older workers
open the possibility for continued work contributions, either paid or
volunteer.

2.3: Enhancing Your Career


The individual holds primary responsibility for his/her career. Suggestions
on how to do that are:

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SECTION 3
INSTITUTIONAL PERFORMANCE FOR CAREERS IN BEPZA

3.1: About BEPZA:


In late 70s when individual ownership economy revived in our country,
EPZ was created to attract capital investment, employment generation and
rapid industrialization. As a matter of fact the main objective of setting up
EPZ is to create individual industrial entrepreneurs and thereby to achieve
the other objectives. The economy of Bangladesh is basically agro-based.
The habitants of agro-based economy are generally remains habituated in
a risk less life. In other way, business investment particularly industrial
investment brings solvency and dynamism in human life but it is risky and
hazardous. Therefore, to create industrial entrepreneurs some institutional
support must be extended to the individual businessmen. Bangladesh
Export Processing Zones Authority (BEPZA) ensures this institutional
support to the potential business entrepreneurs.

In order to stimulate rapid economic growth of the country, particularly


through industrialization, the government has adopted an 'Open Door
Policy' to attract foreign investment to Bangladesh. The Bangladesh Export
Processing

Zones

Authority

(BEPZA)

is

the

official

organ

of

the

government to promote, attract and facilitate foreign investment in the

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Export Processing Zones. The primary objectives of an EPZ are to provide


special areas where potential investors would find a congenial investment
climate, free from cumbersome procedures.

3.2: Major Functions of BEPZA:


The functions that are being performed by BEPZA can be divided into four
broad categories: (a) functions related to infrastructure, basic services
(electricity, gas, water, telephone, banking etc.) and customs related
support; (b) assistance in performing the procedures for setting up
industries and also the setting up of principles for preferential industries;
(c) undertaking promotional steps to attract foreign, as well as local,
investment; and (d) to work with companies to reform and readjust the
services as necessary.

3.3: Responsibility of BEPZA for career development:


The main responsibility is to build employee self-reliance and to help
employees maintain their marketability through continual learning. Also
provides support to the employees that include:
Communicating clearly BEPZAs goals: This better help the employees
to develop personal plan to share in that future.
Creating growth opportunities: The success stories of EPZs formed to
be closely associated with the physical facilities provided by them to the
potential investors. Therefore employees of BEPZA are always having the
opportunities for new, interesting and professionally challenging work
experiences.

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Offering financial assistance: Besides house loan and car loan, BEPZA
also provide financial assistance for medical treatment from BEPZA
Welfare Fund. BEPZA also provides loan against provident fund. These
financial assistance help employees to solve various problems.
Providing the time for employees to learn: BEPZA arranges both local
and foreign trainings either by own fund or using fund sanctioned by
World Bank under reimbursable project aid (RPA). These trainings are very
useful for development of skills abilities and knowledge of employees.
3.4: Mentoring and coaching:
Mentoring and coaching align individuals to the company values and
provide informal guidance about building career within the organization.
Mentors here are experienced coworkers and senior executives who
volunteer their time to help new employees at BEPZA. Mentors are trained
to provide advice, information, direction and support to employees.
3.5: Institutional performance of BEPZA:
Quality and capacity of bureaucracy is one of the key factors for
determining institutional performance. Based on the work of Evans and
Rauch

(1999),

concerning

the

three

key

ingredients

of

effective

bureaucracy, BEPZA qualifies on at least two of them: meritocratic


recruitment and career stability.

However, BEPZA follows the regular promotional system, like the central
bureaucratic system, which is not based on strict performance appraisal
and in some cases is utterly anomalous. Also, BEPZA employees receive

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regular government pay scale package, which is less competitive than the
private sector.

Like other government organization, Annual Confidential Report (ACR)


is the only means of evaluating employees. A scanned format of ACR used
for appraisal of employees is given below.

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Since improvement in service quality has a considerable impact on future


increases in foreign investment which has ample benefits for local
economies and also effects considerable increases in BEPZAs earnings
the

introduction

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of

competitive

package,

linked

with

effective

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performance

appraisal,

could

increase

the

productivity

of

BEPZA

employees and therefore enhance the institutional performance noticeably.

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SECTION 4
MANAGING CAREERS IN BEPZA
3.1: Managing Career:
Careers now are very different than they were in the last century.
Organizations

like

BEPZA

can

help

with

institutional

support

for

development of employee career. It is the sole responsibility of employee


to manage his or her career:
You are responsible for managing your career now. By always thinking of
yourself as self-managing and responsible for your own career journey,
you will make the most of it, wherever stage you are at.
3.2: Enhancing Career:
The individual holds primary responsibility for his/her career. To have an
effective career in BEPZA, suggestions on how to do that are:
Develop your leadership skills:
Leadership skills are important whether or not you aspire to become the
leader of an organization. Some leadership skills include:

Inter- and intra- personal communication

Goal-setting

Time and stress management

Listening effectively

Speaking to groups

Facilitating group decision making

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Leadership skills help you to become an effective person by enhancing


your ability to lead yourself, groups or others, even your own family.
Leadership involves knowing yourself, having a clear vision and reflecting
a shared purpose. The only leadership learning opportunity at BEPZA
includes:
Mentors
Mentors are experienced co workers or senior executives who volunteer
their time to help new employees. Mentors are trained to provide advice,
information, direction and support to employees.
Orientation
In

orientation

program

new

employees

are

allowed

to

work

all

departments on rotation basis. This provides them ample ideas about their
organization and their role towards the organization.
Motivation
The employees who are frustrated here are then motivated through the
better prospects of BEPZA. This influences them to take tough challenges
which lead to the overall organizational success.
Training
BEPZA arranges international training programs on foreign investments
such as training on Enterprise Resource Planning (ERP), Investment

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Promotion etc. These training programs enrich the Knowledge and skills of
employees and develop leadership skills
Be innovative:
Innovation is about making changes and improvements to the way things
are done. Its developing a new idea or a new use for an old idea that will
add value. It is a skill involving actively scouting the future generating
new ideas, choosing the best, rapidly implementing them and then
learning the lessons from successes and failures in order to begin again.
Being innovative enables you to:

Think outside the square

Not change, but create what isnt

Be more adaptable to the changing world

Learn to manage your own career

Innovation is a skill highly regarded by employers and if you can prove


you have these skills it makes you more employable. Everyone can
develop and learn it.
BEPZA arranges Innovation workshops for officials. Every year many
people take part these local or international workshops to develop their
skills and abilities.
Manage career change:
In the 21st century, it is no longer the norm to choose an occupation, train
and then work in it for the rest of ones life. Global changes are constantly
shaping work, education, family and society and we as individuals also
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change as we develop. Sometimes we choose to make changes and other


times, circumstances beyond our control change our situation.

Many changes, particularly those that have been imposed on us are not
easy, but they can be rewarding. Your attitude will determine how you
experience the result of change.
To help you practice planned happenstance in the workplace, here are
some things you can do:

Observe the connections between what you have learned and whats
actually happening in the workplace

When you start a job you will notice some skill gaps, find out what
can you do to close the gap - dont wait for someone to tell you

Keep track of what you have learned since you started the job

Ask yourself Is this how I expected this role to be? If not, how is it
different and what can you doing about it?

Keep track of the challenges youve had in the job and how have you
managed them

Consider the environment you are working in - What role does the
culture of the organization play in your everyday working life?

Always be aware of opportunities available to you in your current position


that

could

enhance

or

further

your

career

development.

Career

management is about continuing to develop your skills and knowledge


while in the workplace. It is also about continuing to grow in your career

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and fulfill your career goals at the same time as meeting the needs of your
employer. Consider the following:

Seek out training and professional development opportunities with


your current employer

Find a mentor, build your networks and listen to advice

In partnership with your manager, change the content of your


current job through reconfiguring responsibilities - this will enable
you to take on new challenges, not necessarily for more income, but
for satisfaction and expanding your portfolio of skills

Look for opportunities for promotion within the organization

Assess your role and situation periodically. Is this working for you? Look
out for critical signs along the way. Ask yourself the following questions:

Do my employer and I view my performance in a positive way?

Do my values match this organization and am I happy with their


future direction?

Are my skills and competencies being used to their best advantage?

BEPZA provides supports necessary for employees to develop their


careers. Employees may utilize these facilities without any barrier. To
improve present skills or overcome

negative impression regarding

performance, the employees may search the route cause and discuss the
matter with their coworkers and senior executives to overcome the
problems. Besides, BEPZA patronizes various training programs which are

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useful to build capacity and enhance existing performance of the new and
existing employees.
Build and maintain network contacts:
It is all about your network. Building and maintaining relationships with
people in your field and people who are in a position to help you move
forward in your career is imperative. Start with your university professors!
Find other mentors, advisors and coaches along the way to help you
expand your network. Stay connected to colleagues from past jobs that
may be able to help you in the future.
Maintaining communication with people of different position is very much
useful for the employees in order to move to the higher position in BEPZA.
Document your achievement:
Employers are increasingly looking to what youve accomplished rather
than the titles youve held. Seek jobs and assignments that provide
increasing amount of challenges and offer objective evidence of your
competencies.
BEPZA acts as open door window for investors both from home and
abroad. Here exist steep challenges in jobs of different fields, especially in
engineering, commercial and industrial relation department. Labor unrest
is a common scenario in different EPZs. The persons who are courageous
enough to take these challenges have greater possibility to move to the
higher positions.

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Some of the challenging projects are as follows:


Northern Area Poverty Reduction Initiative (NARI) Project:
(NARI) Project is a pilot program to assess the applicability of certain
alternative approaches to poverty reduction and women empowerment to
facilitate access to employment opportunities in the garment and other
sectors for poor and vulnerable women from lagging areas of Bangladesh.
The project is funded by the World Bank. As part of the project, it has
been planned to construct Dormitory and Training Centers (DTC) in
designated areas close to Dhaka EPZ, Karnaphuli EPZ and Ishwardi EPZ
areas. These facilities in each location will be used by 600 women at a
time. Proper training will be imparted to facilitate entry in the relevant
sector.
Central Effluent Treatment Plant at Dhaka EPZ under PPP:
D-WATER C.E.T.P. ECOSYSTEMS(BD) Ltd, joint venture company formed
by D-Water Tech Ltd (Bangladesh) with Flagship Ecosystems (Singapore).
With the successful installation and commissioning of high flow rates
through its (made in Singapore) Trident units primarily in the Textile Dying
Sector in Bangladesh; the Company was positioned to provide the
Government / Bangladesh Export Processing Zone Authority with its first
federally initiated Central Effluent Treatment Plant. Principal reasons for
Contract award were based on technological benefits such as chemical
free/minimized sludge generation and cost effective. This Build Own and
Operate Service for BEPZA have a service term for 30 years.

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Keep current:
Develop specific skills and abilities in high demand. Avoid learning
organization specific skills that dont quickly transfer to other employee.
BEPZA provides orientation programs where new employees in different
department receive opportunities to work in all departments rotationally.
This in fact increases their ideas about the diversity type of works involved
in BEPZA.
Balance your specialist and generalist competencies:
Stay current within youre your technical specialty, but also develop
general competencies that give you the versatility to react to an ever
changing work environment. Overemphasis in a single functional area or
even in a narrow industry can limit your mobility.
Most BEPZA officials are now involved in performing education side by side
their regular works to achieve higher degree that may develop general
competencies. Besides many employees are achieving MBA, in addition to
their regular professional degrees for better future and to adapt with
changing work environment.

Keep your options open:


Always have contingency plans prepared that you can call on when
needed. You never know when your group will be eliminated, your
department downsized, your project canceled, or your organization
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acquired in a takeover. Hope for the best but be prepared for the worst
may be clich, but its still not bad advice.
BEPZA provides all necessary supports for those who are involved in
challenging projects to execute contingency plans to meet the crisis
period.

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SECTION 5
RECOMMENDATION AND CONCLUSION

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