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A Report on….

HRM Practice of Concern, Bangladesh


Title: HRM Practice on Concern, Bangladesh

Course Code: BUS 301


Course Title: Human Resource Management

Submitted To:
Farhana Rashid
Assistant Professor
Dept. of Business Administration
University of Liberal arts Bangladesh

Submitted By:

Submission Date: 19 August, 2010


To
Farhana Rashid
Assistant Professor
Dept. of Business Administration
University of Liberal arts Bangladesh

Sub: Letter of Transmission

Dear Madam,
It is indeed a great pleasure for us to be able to hand over the result of our hardship of the
HRM report on Concern Bangladesh. This report is the result of the knowledge which
has been acquired from the respective course.
We tried our level best for preparing this report. The information of this report is mainly
based on Internet information. Some other details were gathered from other sources. All
of us gave our hundred percent for making this report come together.
We, fervently hope that you will find this plan worth reading. Hope you will appreciate
our hard work and excuse the minor errors.
Thanking you for your cooperation.
Sincerely,
Table of Contents
Acknowledgement

First of all we want to give thanks to Almighty Allah for giving us the opportunity to
complete this assignment.

After that we would like to express our gratitude to our teacher Farhana Rashid Assistant
Professor Dept. of Business Administration for her generous and day to day suggestion.
Her advice helped us a lot to prepare a complete assignment and she never hesitate to
give us valuable time while preparing the assignment whenever we needed.

We like to give thanks especially to our friends and many individuals, for their
enthusiastic encouragements and helps during the preparation of this report us by sharing
ideas regarding this subject and for their assistance in typing and proof reading this
manuscript.
EXECUTIVE SUMMERY

Concern Bangladesh is the non profitable organization where the poor people’s socio
economic condition depends a lot. In Bangladesh non profitable organization is also very
influential. This non profitable organization is very big in Bangladesh and holds a lot of
skilled employees. So Human Resource Management (HRM) is very much applicable as
well as practiced in Bangladesh.

Concern is known as the world’s helping organization. It also has reached to the
Bangladesh not only to boost up the poor people living condition. Compete the global
challenge concern has developed a skilled and efficient workforce. This large employee
force is managed totally by the HR department of concern. This HR department meets all
the requirements of the employees from salary to rewards, hiring to firing employees and
other important developing trainings. Additionally, we have discussed about the concern,
its background, history, kind of services they provide, along with the different
departments they have. We have especially tried to know the overall activities of HRM
department of concern.

In this report the Overall work of the human resource department will be focused and
described. To know the details of the company we were collected information and
gathered with the help of the internet. Concern is the organization where actually the HR
activities are applied with a huge effort, and the outcome is also very satisfying.
Chapter 1 (Introduction)

INTRODUCTION
With the increase in the size and complexity of organization, man has become the most
important factor in organization. Organization needs people as owners, employees, and
consumers. Organizations need people to make them operated. An organization is
nothing without human resource. Of all the resources, the most important one is human
resource, because human beings play a dual role- as resource, as well as a motive force
for all other resources by manipulating them, by the way of developing, utilizing,
commanding and controlling. So human resource management (HRM) functions are
including - recruitment, selection, training and development, performance appraisal,
compensation and industrial relation in an organization.

This report provides the details about the organizations:

o Recruiting and selecting new employees

Concern recruits highly skilled candidates and offer international trainings to develop its
employees in an extensive cast. Concern has the country’s one of the best HR department
which does a variety of acts to achieve organizational objectives and expectations.
OBJECTIVE

Without any type of objective no work is done and definitely we have some basic
objective to complete the term paper on the due day. The basic objective to do this paper
is given below:

• To identify the Recruiting and selecting process of an organization.


• To know the background of an organization.
• To identify the SWOT analysis of Concern
• To know the comparative analysis of Concern
• To find out some problem associated with Concern its HRM.
• Finally, to put some suggestion.

Other Objectives:

To find out some basic questions answer, for example

 To understand how the people are recruited?


 In which way they are recruited?
 What is the selection source of the organization?
 In case of selection, in which aspect it give emphasis or extra point?
 What kinds of application form usually use by the organization according to
the employee?
SCOPE OF THE REPORT

Our scope of the report is Recruiting and selecting. This study has focused upon the
Recruiting and selecting; the importance of this selection. Recruiting and selecting
programs are also important to cope up with the changes in technology and with diversity
within the organization. Today because of number of changes in technological fields,
these programs are increasingly emphasizing on converting the organization to learning
organizations and human performance management. And finally for the purpose of report
we have select one Company to know about the selection process.

METHODOLOGY

To prepare this report we have collected data from different published materials. Then we
have conducted a secondary study. After that we have prepared a questionnaire and took
interview one of the executive serving in this Company. We also collect data from
internet .This way we collected primary data. Thus we have used both primary and
secondary report to prepare this report.

To formulate the report, we had conducted Literary Survey; it is the survey of books,
journals, periodicals etc. related to the topic of the report. In here we had collected all the
data through personal interview.
Primary Data:

To source information on the Concern primary research methodology was designed and
tested to obtain the necessary information on the Recruiting and selecting.

Primary research techniques’ including a survey method was utilized to investigate the:

 Company’s basic information

 Company’s HRM system.

 Company’s Recruiting and selecting

The methods used included field surveys (face to face interviews) in the different sectors
of the market.

Secondary Data:

 Published book of Human resource management


 Various related Web site.
LIMITATION OF THE STUDY

No research is perfect, so it is important to indicate its limitations. The factors, for which
we could not make our report the perfect one, are as follows:

 We did not have enough sources for data collection.


 The HR managers who have been questioned were sometimes unwilling to
provide all the necessary information.
 The HR managers gave us a hard time inquiring about what our purpose really
was.

 Time Management was another problem for me to complete the report in a


distinct way.
 Lack of enough previous experience also limits my performance in conducting
the research.
TIME AND SCHEDULE OF THE REPORT
WORK

SL. The Works that 1 Month


have done
1st Week 2nd Week 3rd Week 4th Week

1. Meeting With
Madam //////
2. Questionnaire
ready ///////
3. Visiting the
company ///////
4. Meeting with group
members /////// /////// ///////
5. Preparing the
report /////// ///////
6. Submission Date
///////
Chapter 2(Analysis)

GENERAL OVERVIEW
Human resource Management:
Human resource management (HRM) is the strategic and coherent approach to the
management of an organization's most valued assets - the people working there who
individually and collectively contribute to the achievement of the objectives of the
business. The terms "human resource management" and "human resources" (HR) have
largely replaced the term "personnel management" as a description of the processes
involved in managing people in organizations. In simple words, HRM means employing
people, developing their capacities, utilizing, maintaining and compensating their
services in tune with the job and organizational requirement.
However, Human Resource Management (HRM) is the function within an organization
that focuses on recruitment of, management of, and providing direction for the people
who work in the organization. Human Resource Management can also be performed by
line managers.

Human Resource Management is the organizational function that deals with issues
related to people such as compensation, hiring, performance management, organization
development, safety, wellness, benefits, employee motivation, communication,
administration, and training.

“Human Resource Management (HRM) is the function within an organization that


focuses on recruitment of, management of, and providing direction for the people
who work in the organization.”

HRM deals with:

Compensation, Hiring, Performance management, Organization development, Safety,


Benefits, Employee motivation, Communication, Administration and Training

HRM Feature:

 Organizational management
 Personnel administration
 Manpower management
 Industrial management

Importance of Human Resources Management

Successful companies are those that consider their human capital as their most important
asset. Facts and figures are the quantitative elements of successful management, yet the
qualitative, i.e. the cognitive aspects, are those that actually make or break an
organization. Human Resources Management (HRM) is the strategic management of the
employees, who individually and collectively contribute to the achievement of the
strategic objectives of the organization.
The HRM activities in modern organizations are typically performed in communication
with the General Management in an effort to provide a variety of views when a decision
must be taken. In that way, decision making is not subject to the individual perceptions of
the HR or the General Manager, but it becomes the outcome of strategic consensus.
• The main goals / responsibilities of HRM are:
• To retain low employee turnover rate by inspiring people to work for the company
• To attract new employees
• To contribute to employee development
To achieve these goals, Human Resources Management trains and motivates the
employees by communicating ethical policies and socially responsible behavior to them.
In doing so, it plays a significant role in clarifying the organization's problems and
providing solutions, while making employees working more efficiently.

The main goals / responsibilities of HRM are:

 To retain low employee turnover rate by inspiring people to work for the
company
 To attract new employees
 To contribute to employee development

To achieve these goals, Human Resources Management trains and motivates the
employees by communicating ethical policies and socially responsible behavior to them.
In doing so, it plays a significant role in clarifying the organization’s problem and
providing solutions, while making employees working more efficiently.
New challenges arise even now for the organization, and it is certain that new challenges
will never cease to emerge. Therefore, the use of proper Human Resources techniques is
a really powerful way for organizations to overcome these challenges, and to improve not
only their quantitative goals but also their organizational culture, and their qualitative,
cognitive aspects.

2.3 Business practice

Human resources management involves several processes. Together they are supposed to
achieve the above mentioned goal. These processes can be performed in an HR
department, but some tasks can also be outsourced or performed by line-managers or
other departments. When effectively integrated they provide significant economic benefit
to the company.

• Workforce planning
• Recruitment (sometimes separated into attraction and selection)
• Induction, Orientation and On boarding
• Skills management
• Training and development
• Personnel administration
• Compensation in wage or salary
• Time management
• Travel management (sometimes assigned to accounting rather than HRM)
• Payroll (sometimes assigned to accounting rather than HRM)
• Employee benefits administration
• Personnel cost planning
• Performance appraisal
• Labor relations

2.4 HRM strategy

An HRM strategy pertains to the means as to how to implement the specific functions of
HRM. An organization’s HR function may possess recruitment and selection policies,
disciplinary procedures, reward/recognition policies, an HR plan, or learning and
development policies; however all of these functional areas of HRM need to be aligned
and correlated, in order to correspond with the overall business strategy.

An HRM strategy thus is an overall plan, concerning the implementation of specific


HRM functional areas.

An HRM strategy typically consists of the following factors

 "Best fit" and "best practice" - meaning that there is correlation between the HRM
strategy and the overall corporate strategy.
 Close co-operation (at least in theory) between HR and the top/senior
management, in the development of the corporate strategy.
 Continual monitoring of the strategy, via employee feedback, surveys, etc.

The implementation of an HR strategy is not always required, and may depend on a


number of factors, namely the size of the firm, the organizational culture within the firm
or the industry that the firm operates in and also the people in the firm.

An HRM strategy can be divided, in general, into two facets - the people strategy and the
HR functional strategy. The people strategy pertains to the point listed in the first
paragraph, namely the careful correlation of HRM policies/actions to attain the goals laid
down in the corporate strategy. The HR functional strategy relates to the policies
employed within the HR functional area itself, regarding the management of persons
internal to it, to ensure its own departmental goals are met.
CASE OVERVIEW
Recruiting and Selection:
Recruitment is the process trough which the organization seeks applicants for potential
employment. Selection refers to the process by which it attempts to identify applicants
with the necessary knowledge, skills, abilities and other characteristics that will help the
company achieve its goals, companies engaging in different strategies need different
types and numbers of employees. The strategy a company is pursuing will have a direct
impact on the types of employees that it seeks to recruit and selection.

Source of recruitment:

There are two kinds of source Concern uses for recruitment .They are

1. External source
2. Internal source.
Chapter 3 (Company Overview)

COMPANY PROFILE

Concern Worldwide, Bangladesh is a not for profit International Non-Governmental


Organization. It's headquarter is in Dublin, Ireland. The organization has over 36 years of
experience working in relief and development programs with people living in absolute
poverty and local partners. In November 1970, when a devastating cyclone hit what was
then known as East Pakistan, and then immediately followed by the liberation war
resulting in the creation of the independent state of Bangladesh, Concern saw the
staggering need for help in the region. The war had created an enormous refugee problem
in Calcutta, and Concern sent a medical team to provide emergency assistance in the Salt
Lake Camp and, in June 1971 launched the East Pakistani Famine Appeal. Later, after
Bangladesh was declared an independent state, Concern started by extending support
mainly to the standard Bihari communities in Dhaka, Saidpur, Khulna and Chittagong
urban areas. Gradually it expanded its program to other locations and its initial work
approach was relief oriented, however, it moved towards development and capacity
building approach in the 1980s. In late nineties, considering the development of a strong
civil society in Bangladesh as well as changing role of international development
agencies, it decided to move towards partnership approach from direct implementation.
Current programs include Health and Nutrition, Education, Disaster Mitigation, and
Livelihood Security focus on poverty reduction and on building the capacity of local
communities, government organizations and non-governmental partners, to increase the
sustainability of program objectives and to reach more people. Concern Worldwide
Bangladesh, as part of its commitment to improve the Maternal and Child Health has
implemented a pilot operation research project on Reduction of Exposure to Indoor Air
Pollution (IAP) through Household Energy and Behavioral improvements. The overall
goal of the pilot project is to develop and demonstrate a household energy intervention
model that integrates health and energy aspects, and leads to alleviation of indoor air
pollution and improved energy efficiency. Concern is enthusiastic to work more on IAP
issues in large scale through its existing rural and urban health setups.

HR Department of Concern
Human resource department of concern is responsible for accomplishing objectives by
acquiring, retaining, training, terminating, developing and properly using human
resources in its organization.
The overall success of HR department of concern is mainly depends on the cooperation
among the managers at all levels, and the mangers interpret and implement policies and
procedures. The HR managers translate into action what the department provides.
Without the managerial support at the top, middle and lower levels, HR department’s
goal can’t be achieved.
The HR program serves the need of the concern and facilitates the accomplishment. It
develops its HRM program after considering such factors as size, type of skills needed,
numbers of employees required, clients and customers, financial postures and their
geographic location.
Acquiring the skilled, talented, and motivated employees is an important work part of
concern HRM department. The acquisition phase involves recruiting, screening selecting
and properly placing personnel concern found out that acquiring the talents that are
needed to survive
In this competitive market, if qualified individuals regularly leave a company, then that
organization must seek new personnel, which costs enormous money and consumes
countless time. Thus retention of productive people has become a major objective of the
HR department of concern
Strategic HRM practices of Concern

Concern has a strong HR culture in the organization, and it is maintained very tactically.
Concern practices all the HR basic activities, also offers strategic training sessions for its
employees for the growth career.

HR Recruitm
Planning ent

Selection
Traini
ng

Apprais
Benefits &
al &
Compensat
Evaluati
ion
on

Fig: HRM Practices of Concern

Job Analysis

 Job Analysis

Job analysis is a systematic investigation that collects all information pertinent to each
task performed by an employee. From this analysis, you identify the skills, knowledge
and abilities required of that employee, and determine the duties, responsibilities and
requirements of each job.

Job analysis should provide information such as


 Job title.
 Department.
Supervision required

 Job description -- major and implied duties and responsibilities.


 Unique characteristics of the job including location and physical setting.
 Types of material used.
 Types of equipment used.
 Qualifications.
 Experience requirements.
 Education requirements.
 Mental and physical requirements.
 Manual dexterity required.
 Working conditions (inside, outside, hot, cold, dry, wet, noisy, dirty, etc.).

 Job Description

The job analysis is used to generate a job description, which defines the duties of each
task, and other responsibilities of the position. The description covers the various task
requirements, such as mental or physical activities; working conditions and job
hazards. The approximate percentage of time the employee should spend on each
activity is also specified. Job descriptions focus on the what, why, where and how of
the job.
There are two excellent resources the small business owner can use to develop job
descriptions. First, ask employees themselves to describe their jobs. A good employee
may know more about the job than anyone else. Second, consult the Dictionary of
Occupational Titles, published by the Government Printing Office, which contains
over 20,000 job descriptions.

 Job Specification

The job specification describes the person expected to fill a job. It details the
knowledge (both educational and experiential), qualities, skills and abilities needed to
perform the job satisfactorily. The job specification provides a standard against which
to measure how well an applicant matches a job opening and should be used as the
basis for recruiting.

Recruitment

Recruitment is the process of seeking and attracting the right kind of people to apply
for a job in an organization. Recruitment in any organization is effected by various
internal and external factors where internal factors include the recruitment policy,
time and cost constraints etc and external factors include the situation in the economy,
the job market, the industry etc. Recruitment is an important part of an organization’s
human resource planning and their competitive strength. Competent human resource
at the right positions in concern is a vital resource and can be a core competency or a
strategic advantage for it. Recruitment acts as a link between the employers and the
job seekers and ensures the placement of right candidate at the right place at the right
time. Using and following the right recruitment processes can facilitate the selection
of the best candidates for concern.

Who are they recruiting?

1. Bright, young graduate or a postgraduate, who cannot wait to start his/ her
career in the financial services industry.
2. Consistent academic performer throughout his/her education.
3. Career-oriented person
4. Energetic, ambitious, innovative and business-oriented person.

Recruitment Criteria:
Concern recruits the most talented individuals from the external market to supplement
their internal pipeline of talent. Their Human Resources department provides guidance on
the use of psychometric tests and has robust recruitment criteria to ensure that all
candidates are treated fairly, equally and with respect. It has a global Graduate
Recruitment Program; where in the region of 150 graduates are recruited each year on a
management trainee program across all businesses , functions and countries.

Recruitment Process:
Internal Recruitment
Internal selection is done through competency based recruiting, succession process.
Internal recruiting is very high in concern. Concern training and development activities
are very high in quality so the recruiters emphasize to recruit internal capable candidates
for the respective post. Concern also uses HRIS for succession planning. It is also a
method of the internal recruitment.

External Recruitment
The external recruits consist of the following steps:
• 1. CV Submission
Potential candidates interested in joining the bank are required to send their complete
curriculum vitae. An acknowledgement of receipt is sent for all submitted applications
to the candidate's email.
• 2. Application Evaluation
The Human Resources department evaluates all incoming applications, against
prerequisite abilities and skills set for all current openings. All applications are kept
based on strengths and specialization, for future reference.
• 3. Ability Tests
Potential candidates will be invited to participate in aptitude tests i.e. numerical, verbal,
English and psychometric, when deemed necessary.

• 4. Capability Based Interviews


To ensure that our recruitment process is fair and consistent, all candidates who are
successful at the exams are invited for a capability based interview. Interviews are based
against capabilities, required for each position for which the candidate is interviewed for.
A capability or competency is an ability described in terms of skills & behaviors that are
essential to effectively perform within a job.
• 5. Reply Letters
At all stages of the process candidates are kept informed of the status of their application
with an email reply letter.
• 6. Job Offer
If a candidate successfully reaches the final stage, a position offering is made in
conjunction with a competitive reward package.

Concern uses some external sources for recruitment:


• When job opening cannot be filled internally, the HR department of SQUARE
must look outside the organization for applicants. We discuss all the external
source of recruitment at bellow.

Selection

Selection is a discreet process and after every stage there is a pause. In selection process,
each and every step in the process seeks or each step represents a decision point requiring
some affirmative feedback for the process to continue. Each stage in the process seeks to
expand the organization’s knowledge about the applicant, knowledge about the position,
applicant’s background, abilities skill and motivation and this sort of information helps
decision makers to make their predictions and the final choice. Selection process of
Mercantile Bank consists of a series of steps, at each stage, facts may come light which
may lead to the rejection of the applicant. It is a series of successive hurdles or barriers
which an applicant must cross. These hurdles or screens are designed to eliminate an
unqualified candidate at any point in the selection process. There is no standards
selection procedure to be used in all organizations or for all jobs. The complexity of
selection procedures increases with the level and responsibility of the position to be
filled. Therefore, the strategy and method used for selecting employees varies from firm
to firm and from one job to another.

• Screening applications
Screening application is a process, where a large numbers of applicants are rejected. At
the first stage of selection process, applicants are rejected by the organization or applicant
withdraw themselves from the job offer because some applicant will be eliminated based
on the job description and job specification. In this stage job description encourages
people or applicants to voluntary withdraw from the job application due to the
requirement of organization and it also helps the organization to reduce the selection cost
and time

• Interview:
It is a process to justify whether the applicants are able to perform the job or not. It is
designed to proof that the area that the candidate is going to work is not easy to address.
Here those candidates will be selected who are self motivated, can work under pressure
and who have the ability to perfectly fit with the organization culture.

• Background Investigation
Background investigation is needed to find out whether the employees are hidden any
information or not. This Background investigation includes candidates work record his or
her career achievement, performance, contracting other job related and personal
references given by applicant, verifying the educational accomplishment police inquiries
etc.
• Reference Checks
From concern, the applicant is asked to mention in his application form, the names and
addresses of two or more persons who know him well. These may be his previous
employers, heads of education institutions or public figures. These people are requested
to provide their frank opinion about the candidate without incurring any liability.
• Occupational Health Checks
An examination to determine the applicants are physical fitness for essential job
performance. It is to find out the disable employees who do not perform according to the
expectancy level or to reject a unfit employee. Here the organization has to prove that the
medical experience is related to the job performance. Medical examination is used as a
screening tool beside that it also ensures that the applicant has minimum standard of
health to perform the job.
• Job Offer
Human Resources will be responsible for checking and approving Interview Result
Forms and determining the salary to be offered to the successful candidate. Any queries
will initially be raised with the Chair of the panel and referred to a Pro Vice President in
the event of a disagreement
• Appointment
When all required documentation has been received and verified, Human Resources will
agree a starting date with the successful candidate and confirm the appointment in
writing. Contracts of employment will incorporate the terms of employment appropriate
for the post, including any probationary period, and will be signed by the Head of Human
Resources.
• Contract of Employment
When a person has been appointed, concern must give him or her written statement of
employment or contract of employment. Some of the items that concern follow are given
below:
o The employee's name;
o The name and address of the employer;
o Job title or brief description of job;
o The date employment began;
o The amount of pay and the intervals between payments;
o Hours of work;
o Holiday entitlement;
o Sick leave arrangements;
o Pension arrangements.

SWOT ANALYSIS
SWOT analysis means the analysis of strength, weakness, opportunity and threats. For
HSBC Bank it is given below:

Strength: Concern is one of the popular helping organizations in the modern world. Concern
Bangladesh offers a comprehensive range of financial help to the poor people. Concern
Bangladesh has a help center which operates on daily basics. It is one of the very few non profit
organizations in the country to offer.

Weakness:
There are some weakness in the recruiting and selection process some weakness.

Opportunities:
In order to successfully conduct the performance measurement process, concern should
formulate effective internal and external communication.

Threats:
Government & International Regulations is main threats of Concern.
COMPARATIVE ANALYSIS

Only in few years back NGO sector in Bangladesh was left behind but current scenarios
is different. In recent years a mentionable figure of money has been invested in this
industry. Government is also encouraging this sector. Government is making some
favorable policies and minimizing the regulations, so that this sector can be grown up.

Among the domestic companies Concern is one of the leading one. The other potential
competitors are CARE Bangladesh, BRAC. Competition will be severe after 2005;
Market Share will be Quota free at that time. So Bangladesh will have to compete with
other company’s market share of different NGO sector.
Chapter 4 (Findings)

FINDINGS
A well-conceived recruitment and selection program can help your firm succeed. A
program structured with the company's strategy and objectives in mind has a high
probability of improving productivity and other goals and by the previous analysis we
have found that this company has an effective recruit and selection program.

By the previous analysis we have found some points. Such as:

• The company has a very good recruitment and selection program.


• Their recruitment and selection process is very effective.
• The top managers are responsible for the recruiting and selection employees.
• They evaluate each employee in a qualitative method, which is very good.

Problem Identification
The study also uncovers some problems. The learner's skills and knowledge are evaluated
before the recruiting and selection program. During the start of recruitment and selection,
candidates generally recognize it as a waste of resources because at most of the times
candidates are unaware of the objectives and learning outcomes of the program. Once
aware, they are asked to give their opinions on the methods used and whether those
methods confirm to the candidates preferences and learning style.

 Lack of Time – The HR managers find that time demands do not allow them to
recruiting the employees.
 Lack of expertise - In external recruiting there are huge lack of knowledge and
practical experience of the HR manager.
 Lack of employee participation - Most of the time employees are not interested
about recruitment and selection.

Chapter 5 (Recommendation)

RECOMMENDATION
To be successful, all recruitment and selection must receive support from the top
management as well as from the middle and supervisory levels of management. It is a
team effort and must implement by all members of the organization to be fully
successful.

From the analysis with the organization structure we have seen that its span of super
vision is too large. A number of departments report directly to the general manager. If the
number were less the efficiency and productivity of the organization might be increased.
Quality control department should remain prompt always. So that it can maintain a
certain level of standard as per the market demand to capture the foreign market share it
should strive more.

As Concern faces some problems, the HR department needs to be more effective and
efficient in performing their activities.

 A conceptual framework understood by all levels of concern should be developed.


 Performance measurement system must provide intelligence for decision makers
rather than just compiling data.
 Compensation rewards and recognition should be linked to performance
measurements.
 Performance evaluation should be positive and not punitive.
 Employees should be specific as to what is expected from them so that they direct
their efforts towards achieving those expectations.
 Feedback on the evaluation should be provided to the employees so that
they can improve their performance.

Chapter 6 (Conclusion)

CONCLUSION
This research was conducted to understand the present condition of NGO sector in
Bangladesh. Beside this, another objective is to identify some problem related to Concern
Bangladesh. In this report, there are some recommendations regarding to the identified
problem. This might be valuable for the company to confiscate some of their problem.

Concern Bangladesh is one of the big organizations in Bangladesh. In late nineties,


considering the development of a strong civil society in Bangladesh as well as changing
role of international development agencies, it decided to move towards partnership
approach from direct implementation. Current program include Health and Nutrition,
Education, Disaster Mitigation, and Livelihood Security focus on poverty reduction and
on building the capacity of local communities, government organizations and non-
governmental partners, to increase the sustainability of program objectives and to reach
more people.

A company’s success is mostly depends on its effective Human resource planning. And
recruitment and selection is the most effective part of HRM. Recruitment and selection is
the framework for helping employees to recruit the best employee and select their
personal and organizational skills, knowledge, and abilities. The focus of all aspects of
Human Resource Development is on developing the most superior workforce so that the
organization and individual employees can accomplish their work goals in service to
customers.

Concern Worldwide, Bangladesh is a not for profit International Non-Governmental


Organization but a very big organization in Bangladesh. This organization is also very
important and influential. Human resource department is a basic part now days. So to run
concern, this department has a lot of activities to do.

REFERENCES

Literature Review:

 Human Resource Management, Gary Dessler, Ninth Edition. Published


by Pearson Education (Singapore) Ptv. Ltd
 Human Research Management, Gary Dessler, Sixth Edition, FISHER
SCHOENFELDT SHAW, Inc. Chapter – 06

External Links:
 http://en.wikipedia.org/wiki/Concern_(Bangladesh)
 http://en.wikipedia.org/wiki/Human_resource_management
 http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm
 https://myleicester.le.ac.uk/portal/form.html?
form_id=6&sub=create&source=clms-
adwordsb&kw=human+resource+management
APPENDIX

Appendix (a):
Questionnaire on Training and Development of Square Textile Ltd