20th November, 2016

Dr. Mohd H R Joarder

Associate professor & Director
School of Business
United International University
Subject: Submission of Report on History of HRM in world context and the present-future
aspects of human resource management in the context of bangladesh
Dear Sir,
This is to inform you that as per your direction we have prepared our report on history of HRM
in world context and the present-future aspects of human resource management in context of
Bangladesh. Without your guidance it would not have been possible to prepare this report.
The objective of this report is to narrate the history of HRM and its chronological growth and a
clear picture of present and potential future aspects of human resource management. We have
thoroughly analyzed the topic through collecting information from data, internet, journals and
case study from human resource perspective to give you a clear view of the issues through the
report. We hope that this report will be beneficial to you.
We, therefore, hope and pray that you will be kind enough to consider our report and give us
your feedback.
Yours Sincerely,
Jharna Parveen

(103 0031 030)

_____________________________

Anika Ishrat Kabir

(103 0027 530)

_____________________________

Khandaker Rahat Tahsin (103 0808 530)

_____________________________

Syed Sadman Amin

_____________________________

(103 0690 530)

DECLARATION
We hereby, clarify that we have generated this report entitled Unethical practice in organizations
and role of HR on our own effort for our educational purpose. We do not have any other
intension to hurt anyones value or believes. The information we have used can be an open
observation of different valuable sources but are not intended to hamper the rights of any author.
We also declare that the information provided here, is all factual and nothing has been done
beyond that. If any information is proven false we reserve the right to defend them.

______________________________
Jharna Parveen

______________________________
Anika Ishrat Kabir

________________________________
Khandaker Rahat Tahsin

________________________________

Syed Sadman Amin

12th August, 2013

Acknowledgement
We are indebted to many persons for providing us with encouragement and support during our
learning and working while making this report and we want to thank these persons.
We are very much grateful to Dr Mohd H R Joardar, our respected course instructor of HRM
604: Human Resource management, who assigned us the report. He always guided us to take and
overcome this challenge successfully. Without his help in every step, it was quite impossible for
us to finish this report properly in time.
We are also grateful to all the fellow group members who really encouraged us in every stage of
this assignment with their support and suggestions which have made this report to be successful.
All of them provided a lot of information and supported us in the making of this report. Our
special thanks go to all the group members who have taken all the tasks equally spending their
valuable time.

Executive Summary
Unethical behavior is any action that is aimed at taking advantage of another without their
knowledge or consent. Most define this as manipulating someone without their permission.
Unethical actions are not necessarily illegal. A person has to face unethical practices mostly in
work life. Sometimes they themselves may also get involved in this kind of practice. It is a sad
truth that the employees of just about every organization will occasionally encounter team
members who are taking part in unethical behaviors. Here HR department comes into the scene.
It is the role of HR department to prevent unethical practices in the organization. Human
Resource Management (HRM) is the function within an organization that focuses on recruitment,
management and providing direction for the people who work in the organization. However, the
basic task of HR department is to find out the problem and solution of employees into the
organization. Actually, HRD works with the challenges of human being and study to solve it in a
very logical manner. But in practical life the scene is altered. Often time HR plays controversial
role. In spite of inhibiting unethical practice in the organization, they themselves become
entangled with loads of unethical practices. However there are certain duties of HR to prevent
unethical behavior in workplace. Many companies have adopted several techniques to handle
this kind of situation such as creating a company policy, clear outline of expected behavior of the
employees, punishment of approaching unethical behavior etc. Furthermore, the consequences of
unethical behaviors should be clearly stated. This way, both the person doing the activity, and the
witness to the activity will be well aware of the way that things will be dealt with, and there
won't be any risk of someone not reporting unethical behavior because they're afraid that the
culprit will be unfairly treated. It should be remembered that the aim of HRM is the effective
utilization of employees toward the attainment of individual, group and organizational goals. An
organization's HRM function focuses on the people side of management. It consists of practices
that help the organization to deal effectively with its people. HR professionals should act
ethically themselves. When faced with ethical dilemmas, HR professionals must be willing to
take a strong stand, even if it means putting their jobs at risk. If they choose to turn a blind eye,
they become part of the problem and thus must assume some of the blame. So the HR
4

department is mostly responsible for ensuring an ethical environment in the work place and
better working environment for the people.

Table of Contents
Serial
No
1.0

Heading
1.1
1.2
1.3

2.0
3.0
3.1
3.2
3.2.1
3.3

3.3.1
3.3.2
3.4
3.5
3.6
4.0
5.0
6.0
7.0
8.0

Page No

Introduction
Objective
Scope
Methodology
Literature Review
Analysis
Unethical Practices in the HR role in
Bangladesh
Human Resources role practices in public
sectors in Bangladesh
Problems and unethical HR practices in
public sectors in Bangladesh
HR departments role in identifying and
resolving unethical and nondiscriminatory
issues:

1
1
2
2
3
4-11
4

Real life scenario

HR departments role
Collective approach to make employment
relation better and nondiscriminatory in
organizations
Suggestion from interviewees
Some ways to prevent unethical behavior
Findings
Recommendation
Limitations
Conclusion
Future research

9
9
10

6
6
8

10
11
12
13
13
13
13

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